winning with employee engagement · strong brand portfolio across categories + ~100 partner brands....
TRANSCRIPT
Winning with Employee EngagementMARY BETH DENOOYER, CHIEF HR OFFICER
Overview of KDP
Why Engagement Matters
Engagement at KDP
Every Day Engagement
Q&A/Discussion
2
Agenda
3
Who is Keurig Dr Pepper?
Keurig Dr Pepper
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July 2018
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Strong brand portfolio across categories
+ ~100 Partner BrandsKey Brands
CSDs
Water
Juice
Tea
Coffee
RTD Coffee
Energy
Mixers
6
Brewer line up targets consumer needs to drive houseful penetration
K-Compact™
VALUE
K-Mini™
IMAGE
K-Select™
CONVENIENCE
K-Elite™
IMAGE
K-Latte™
VARIETY
K-Cafe™
VARIETYNeedState
2017 2017 2018 2018 2018 2018
WAREHOUSE DIRECT
INDEPENDENT DISTRIBUTOR
PARTNERS
COMPANY-OWNED DSD
FOUNTAIN & FOODSERVICE
We Have an Unrivaled Distribution SystemDISTINCT ROUTE-TO-MARKET MODELS OFFER NEAR-UNIVERSAL DISTRIBUTION COVERAGE
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COLA SYSTEM
E-COMMERCE AWAY FROM HOME
AT HOME
We Have Best-in-Class Manufacturing Capabilities
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K-Cup®Pods
BaggedCoffee
Applesauce
FountainSyrup
Ready-to-Drink
Beverages
CoffeeRoasting &
Formulation
We Have Robust Research & Development Expertise Across Hot and Cold Beverages and Appliances
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Flavor,Ingredient &
SensoryScience
AnalyticalChemistry
AromaFormulation
ApplianceDesign
Nutrition &Regulatory
Affairs
Thermo-dynamics
7th largestfood and beverage company in the U.S.
$11Bnet sales in 2019
NYSE: KDP25,000+employees
100+owned, licensed, partner & allied beverage brands
Beverage availability in 600,000coolers and vending machines in the U.S.
7of the TOP 10non-cola soft drink brands
American homes have a Keurig brewer
~745,000 hotel rooms in the U.S. have Keurig
brewer
28M
principal warehouses / distribution centers 27 manufacturing
locations
125+10
3.5M Canadian homes have a Keurig brewer
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Why Engagement Matters
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Engagement level impacts behavior… which impacts results
Highly Engaged
Bring their heads and hearts to work. Highly
participative in day-to-day activities, contribute
ideas, positive customer interactions.
Consistently contribute, intend to stay with the organization, strive to effectively meet their
goals.
Moderately Engaged
Going through the motions. Generally satisfied, but not
motivated to act in ways that positively impact
business results.
Passive
Unhappy and willing to share their
unhappiness with others. Minimal participation;
dissatisfaction and lack of discretionary effort are
apparent. Can be disruptive.
Actively Disengaged
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Why does Engagement matter?
Productivity
Collaboration
Innovation
Profitability
Retention
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Engagement at KDP
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What is Engagement at KDP?
EMOTIONAL (Heart)
INTELLECTUAL (Mind)
Commitment to the organization
The concept of employee engagement is often confused with satisfaction or happiness. However, the true definition is deeper in meaning. Engagement at KDP is defined as:
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AON Engagement Survey
25,000 employees invited to give feedback
Aon’s Model Ties Together Drivers, Engagement Outcomes, and Business Outcomes
16 dimensions, 47 engagement driver items, 1 open-ended item 6 Engagement items
TalentFocus
The Work
The Basics
Agility
EngagingLeadership
TheWork
Experience
Fou
nd
atio
nB
est
Emp
loye
rsD
iffe
ren
tiat
ors SAY
STAY
STRIVE
TalentRetention
Absenteeism
Wellness
OperationalProductivity
Safety
CustomerSatisfaction
Retention
FinancialRevenue/Sales Growth
Op. Income/Margin
Total Shareholder
Return
Business Outcomes
Engagement Drivers Engagement Outcomes
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INDIVIDUAL EMPLOYEES ARE CONSIDERED TO BE “ENGAGED” WHEN THEY DISPLAY THE FOLLOWING THREE ENGAGEMENT BEHAVIORS.
Employee Engagement Behaviors
Engagement Behavior Question
SAYI would not hesitate to recommend Keurig Dr Pepper to a friend seeking employment.
Given the opportunity, I tell others great things about working here.
STAYIt would take a lot to get me to leave Keurig Dr Pepper.
I rarely think about leaving Keurig Dr Pepper to work somewhere else.
STRIVEKeurig Dr Pepper inspires me to do my best work every day.
Keurig Dr Pepper motivates me to contribute more than is normally required to complete my work.
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CREATE AN ENGAGEMENT CULTURE AND EMBRACE CHANGE
Everyone has a Role in Engagement
CONFIDENTIAL: FOR INTERNAL USE ONLY19
SENIOR LEADERS MANAGERS
TEAM MEMBERS
HUMAN RESOURCES
This is a continuous process
CONFIDENTIAL: FOR INTERNAL USE ONLY20
Our survey is a company-wide activity...
But results and actions are only impactful at a local level
Local Execution is What Matters
CONFIDENTIAL: FOR INTERNAL USE ONLY21
125+ distinct locations
5-500 employees each
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Simple Model for Engagement Action Plans:
Ask employees for their
thoughts, opinions and
ideas to make it better
Concentrateefforts on the 1
or 2 things within your control that will have impact
Talk to the group about the plan
and provide regular updates
on progress
A C T
CONFIDENTIAL: FOR INTERNAL USE ONLY
Simplicity and continuity of dialogue and
action will create real engagement and help activate
the people strategy
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Every Day Engagement
What drives engagement?
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WHAT:The Work You Do
WITH WHO: The People You
Work With
HOW IT FEELS:The Work
Environment
WHO FOR:The Company You
Work For
The day-to-day work is a primary driver of engagement
Kasey LaddMaster Data Analyst II 25
Engagement: What You Do
Things such as:• Competence/ability to do the work• Scope of work• Ability to learn and grow• Opportunity for impact• Match to personal motivators
Kim FooteAdministrative Assistant26
Engagement: Who You Do It With
Relationships at work are also critical engagement drivers
Things such as:• Relationships with supervisor/manager• Relationships with teammates• Customer interactions• Inclusion & diversity
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Engagement: How It Feels
The work environment has distinct elements for employee engagement
Things such as:• Physical work environment• Employee safety• Policies and procedures• Training and development• Feedback and recognition
Bitodi NsangaMaintenance Technician I
Jessica Hopper Inventory Analyst I28
Engagement: Who You Do It For
The organization you work for creates a sense of connection and pride
Things such as:• Company reputation• Words and actions of leaders• Ethical behavior• Customer satisfaction
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Table Discussion
WHAT:The Work You Do
What actions can you take in your store(s) with your team(s) to drive engagement?
How could you get employee input?
WITH WHO:The People You Work
With
WHO FOR:The
OrganizationYou Work
For
HOW IT FEELS:
The Work Environment
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Wrap-Up
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Employee engagement drives business results
Engagement happens each day with individual interactions at individual locations
Employee input creates the best actions
Focus on 1-2 actions
