had significantly more
resignations than previous years.
During the Webinar
today you’ll learn…
● How to prioritize employee satisfaction
● Methods to collect authentic feedback
● An effective framework for benefits
● Ways to fully assess and meet the
mental health needs of your workforce
Criticism is Hard
● Natural defensiveness
● Office politics
● Fear of damaging a relationship
● Fear of being an underperformer
● Fear of reprisal in compensation
Frequency of Anonymous Surveys
How often do you anonymously survey your
employees about employee satisfaction?
● 10% Never
● 22% Once a year
● 24% Twice a year
● 27% Multiple times a year
● 12% Once a month
● 6% More frequently than once a month
Using Surveys to Effect
How often do you use the survey responses you receive about
employee satisfaction to make company-wide changes?
● 1% Never
● 8% Rarely
● 55% Sometimes
● 36% Always
Help Employees Feel Heard
Recognize pervasive survey issues
Explain how decisions are made with this data to align with your values
Make it a team effort
Multi-Pillar Benefit: Flexible Location
outbreaks, time for
more flexibility for
family duties without
time helps finances
Deciding Which Benefits to Prioritize
Emphasize Total Rewards
● Employees don’t always recognize the value of their benefits
● Don’t make retention a contest for the highest base pay
● Engage and educate employees on the company investment
in benefit offerings and in the employee
○ Employer match amounts
○ Contributions toward premiums
○ Access to specialized offerings
Stressed Benefit Pillars
due to war
navigating a new
normal after two years
Mental Health Initiatives
What is your company doing to prioritize mental
● 24% Flex time
● 19% Flexible location (remote work
● 19% Mental health days
● 13% More PTO
● 12% Four 10-hour days (one weekday off)
● 7% Email “blackout” time frames
● 5% Nothing
Feedback: High-Level and On-the-Ground
eNPS Employee Wellness
● Set priorities efficiently to build a positive employee experience
● Gather authentic feedback to make informed decisions
● Identify your pillar benefits for supporting employees
● Prioritize employee wellbeing, both in theory and practice
Follow BambooHR on social media:
Notas del editor
Discuss the now-ubiquitous concept of The Great Resignation. Your good workers move on to the next company, leaving so many vacancies to fill.
Somehow, there are never enough pandas.
BambooHR survey results: 45 percent of those we surveyed said they had significantly more resignations than previous years. Now that we’ve laid out the problem, let’s explore four concrete strategies to improve retention
Today, you’ll learn how BambooHR handles retention issues. We’ll cover How to prioritize employee satisfaction Methods to collect authentic feedback An effective framework for benefits Ways to fully assess and meet the mental health needs of your workforce
Thesis for the section:
If we’re going to give employees an experience that convinces them to stay, then we need to make room for initiatives that build and support that experience. But taking on an all-encompassing topic like an employee’s full experience isn’t a quick or easy task. If we’re going to prioritize the employee experience, we need to make room for it in our workload.
Here’s the relevant definition of priority: something given or meriting attention before competing alternatives In HR, we have so many competing alternatives Many are routine tasks that need to be taken care of to keep the organization running: Compliance Payroll Time Off Then there are the areas where HR can provide strategic insights to help guide decisions: Analyzing turnover reporting Helping managers effectively engage in performance management Intentionally designing a winner employee value proposition All of these priorities merit attention before competing alternatives. The more efficient you are in solving each priority, the more employee experience priorities you can fit in your day.
So when we talk about making employee experience a priority, we’re talking about a full list of priorities to pay attention to.
Automating tasks to fortify your foundation This is all about letting computers do things they can do so you, and your people are focused on the things than can only be done by a person Time off, approvals, etc. No more lengthy walks around the office to find the right forms, get the manager’s signature, and deliver them to HR. Employee Self-Service Many priorities can be delegated to employees so HR can turn their attention to keeping up with everything else Focused collaboration Stringing tasks together into an effective process gets trickier as more people get involved. The Goldilocks balance of notifications: Not so distracting that HR notifications take too much attention from employees’ other priorities Not so opaque that HR needs to badger employees for the input they need.
After fine tuning how you execute, the question remains: what is your destination? And what is the path you need to take to get there? Story about BambooHR’s founding: Ben and Ryan believed if you gave people the right environment to execute in, they would succeed in whatever they did. But good employment practices don’t operate in a vacuum: our new organization needed a mission, a vision, and values to translate that potential into ongoing results and growth. The process of choosing your destination and direction: Mission, Vision, Values. Now more than ever, employees want to work for a good cause. Employees have their own goals, and many are looking for a purpose in their daily work beyond earning money. They’ll take that journey with your organization as long as they feel it’s going the right way. Shortly before the Great Resignation really got underway, a team at MIT studied employee beliefs about their compensation. In brief, both well-paid and low-paid employees thought things couldn’t get better, if likely for different reasons The authors concluded:
…10% of all jobs, concentrated in low-wage organizations, would not be viable if workers had correct beliefs about appropriate compensation. These findings have borne out as employees took the time on their hands during the pandemic to reevaluate their life’s direction. It’s also why compensation positioning isn’t a foolproof method for retention. There’s more to aligning employees and the organization than a number on the paycheck. They’ll take that journey with your organization as long as they feel it’s going the right way. Think about the frequency of paychecks. Why don’t we pay only once per year? The same is true for how you use mission, vision and values to build a great employee experience.
How do you know if your org is going the direction you want it to? How do you know your employees are having the ongoing experience you envisioned?
For that, you need your people to tell you. You need authentic employee feedback.
At BambooHR, we’ve spent years cultivating a culture of honest feedback.
But criticism is hard: there are many challenges in getting people to be critical. Natural defensiveness Office politics Fear of damaging a relationship Fear of being an underperformer Fear of reprisal in compensation Radical candor example - Executives going around the table telling each other difficult truths. To solve problems, the people who make the decisions need to know the problems.
Many employers are already asking for feedback. [expound on numbers] There’s no right answer on frequency Don’t fall into the mindset of surveys as the only way to get feedback 1:1, skip-level, townhalls, Q&As, Breakfast with Brad
(half way point)
However, more than half of respondents report that their company only sometimes makes changes based on employee survey responses. Here’s the twist, though: the Always responses to this question have the potential to be just as damaging as the Never responses. Going back to direction: if you zigzag with every employee suggestion, what does that do for your overall progress? It’s important to keep your 10,000-ft view when making changes Balancing everyone in the organization, not favoring a vocal minority or preferred department, but understanding their specific concerns
eNPS explanation/live visual
eNPS is more than a grade for your organization Reviewing responses gives me the context I need to assess whether employees are having the experience we intended
When you think about some of the problems to solve, the best solutions will come from those in the trenches who see and understand at a level that leadership simply can not
Recognize pervasive survey issues Explain how decisions made with this data align with your values Make it a team effort: help managers discuss specifics of how your high-level decisions affect their teams during individual performance conversations When your employees see that your organization can course correct to make steady progress toward your destination, it builds more lasting trust than any one-time initiative or perk. That trust is key for retaining employees.
Of course, for employees to trust you on long-term matters, they need to feel safe in the present. Your benefits should provide that foundation of security
Pillar benefits are what every employee needs to feel secure Physical Wellbeing (social, emotional, mental) Financial Community Career You might choose different pillars but it’s about a holistic view of employees and their needs We use a vision statement of benefits that benefit you.
Physical: protection during outbreaks Community: more flexibility for family duties without feeling judged Financial: no commute helps finances
Metrics to evaluate benefit effectiveness Utilization Versatility to meet the needs of a diverse population Situational importance: maternity and paternity leave may have smaller utilization, but an outsized impact on the narrative the employee tells themselves.
Benefits are an essential part of an employee’s total compensation Sad but true: the org can spend thousands on retaining an employee only to have them leave for someone who spends less but offers a higher base pay. BambooHR reviews total compensation with employees during our yearly merit cycle to help everyone recognize the full extent of what we do for them. Cassie’s experience about engaging with and educating employees Manager training Meeting managers where they are - “We let them down” story
Finally, let’s focus on mental health. We’re in a world where most of the benefits pillars are getting stressed:
Physical: From COVID to insecurity over war Community: the cumulative effects of two years of isolation for so many Financial: Uncertainty and COVID consequences deliver financial hardships The stress on these pillars impacts wellbeing: eroding mental health from continued stress over a long term 87% of our survey respondents said they were stressed about their wellbeing—and this survey was taken before the war in Ukraine.
Many employers are already asking for feedback. [expound on numbers] Managers may be anchored on assumptions that now need to be challenged - we all went to remote work, and it’s working What other assumptions should we look at question?
Being seen and heard Again, managers are so critical in driving wellbeing
eNPS gets the org going in the right direction Employee Wellness is like doing a headcount to make sure everyone has their buddy on the trail. We don’t want anyone getting lost or sidetracked Getting authentic feedback for an on-the-ground assessment of how employees are doing, where trouble spots are, etc. more often than twice a year. Zoom fatigue Efficient meetings (5 minute short) Creating connection
Clear your priorities efficiently to build a positive employee experience Gather authentic feedback to make informed decisions Identify your pillar benefits for supporting employees Prioritize employee wellbeing, both in theory and practice
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