Reassuring the employee engagement skeptics: “back pocket” answers to respond and address concerns about your survey initiative You are convinced of the need to measure and manage employee engagement in your organization. You’ve seen the benefits of higher morale, higher productivity, higher retention, and all the rest. Unfortunately, you’re also met with “the skeptics”: those people in your organization who are just not convinced the same way you are: “Engagement surveys are so yesterday. We need a more novel approach” “Engagement surveys are not really confidential” “Engagement surveys don’t change anything. Nothing ever happens” In this webinar, Norm Baillie-David, will provide you with experience and keen insight into what the real insecurities are when people put forward these and other objections. Better yet, this webinar will arm you with evidence and facts from decades of research in order to address these issues and convince “the skeptics” in your organization of the benefits of actively measuring and managing employee engagement.

1. Reassuring the Employee Engagement Skeptics: “Back
Pocket” Answers to Respond and Address Concerns
about Your Survey Initiative.
Monthly Webinar Series
April 28, 2016

2. 2
Topic Agenda
Item Time
(min)
Introduction/Why the Topic? 5
Convincing the Finance Guy/Lady: The
Business Case
10
Convincing Scared Employees: Confidentiality
and Security
10
Convincing Employees: We will ACT on the
Survey
10
Convincing the CEO: It is worth the risk 5
Q&A 10
Norm Baillie-David
SVP Engagement - TalentMap
Agenda
Louie Mosca
Director of Sales - Eastern Region

3. 3
15 years in business
7,000+ employee engagement surveys
since inception
1,000,000+ employees surveyed
500+ employee engagement surveys
annually
Only 1 Focus
TalentMap by the Numbers

4. 4
Sample Clients & Benchmark
Award Programs Technology & Engineering Not-for-Profit & Association
Financial Services
Health Sciences
Other

5. Why the Topic?

6. Convincing the Finance Guy/Lady:
The Business Case
6

7. THE ENGAGEMENT MODEL
Engaging
Workplace
Engaged
Attitudes
Engaged
Behaviours
Compensation
Work Environment
Performance Feedback
Professional Growth
Work/Life Balance
Information &
Communication
Teamwork
Innovation
Service Excellence
Immediate Management
Senior Leadership
Organizational Vision
Business
Results
Proud
Focused
Optimistic
Determined
Resilient
Flexible
Committed
Connected
Motivated
Inspired
Emotionally Invested
Goes the Extra Mile
Persistent
Helpful
Collaborative
“Can-do” Approach
Takes Initiative
Ambassador
Operating Income
Customer Experience/
Loyalty
Shareholder Return
Employee Retention
Safety Incidents
Patient Safety
Productivity
Lower absenteesim
Higher Retention……..
7

8. In Fact……
8
Employee engagement affects nine performance outcomes. Compared with
bottom-quartile units, top-quartile units have:
• 37% lower absenteeism
• 25% lower turnover (in high-turnover organizations)
• 65% lower turnover (in low-turnover organizations)
• 28% less shrinkage
• 48% fewer safety incidents
• 41% fewer patient safety incidents
• 41% fewer quality incidents (defects)
• 10% higher customer metrics
• 21% higher productivity
• 22% higher profitability
Source: http://www.torbenrick.eu/blog/employee-engagement/infographic-what-is-the-business-case-for-employee-engagement/

9. Convincing Scared Employees:
Confidentiality and Security
9

10. PROTECTING CONFIDENTIALITY
No data or reports will be
provided unless there are
at least 5 (or more)
respondents.
10

11. PROTECTING CONFIDENTIALTY
11
 Data resides on third-party server
 Inability to trace individual workstations (only organization
IP address is traceable)
 Unique passwords are destroyed as soon as someone
clicks ‘submit’ to complete the survey
 Proactive disclosure that verbatim comments, although
anonymous, may be read by various groups so ensure
comments do not reveal specific individuals or situations

12.  To share or not to share?
 The prolific employee commenter – who’s responsible for
anonymity?
 Does the “witch hunt” still exist?
WHAT ABOUT VERBATIM COMMENTS?
12

13. “The idea of anonymity is outdated and ultimately
unproductive. In fact, the confidentiality can interfere with the
accountability you’re looking to build on your team and lead to
other unintended consequences….”
Chris Cancialosi, Forbes Magazine, January 12, 2015
The Trend Toward “Open Feedback”
13

14.  PINs – can they trace me?
 Can they find me by my profile/demographic answers?
Other Questions
14

15. Convincing Employees: We will ACT
on the Survey
15

16. 5. Poor engagement
4. Poor accessibility
3. Poor communication
2. Confidentiality concerns
1. NO ACTION TAKEN SINCE THE LAST SURVEY
TOP 5 REASONS FOR NOT RESPONDING TO AN
ENGAGEMENT SURVEY
16

17. Action on the Previous Survey Guarantees
Participation and Engagement
17
17 29 53
0% 20% 40% 60% 80% 100%
I’ve noticed some encouraging
developments since the last
employee engagement survey
(February, 2014)
% Frequency
Unfavourable Neutral Favourable
Engagement among those who have noticed developments: 84%
Engagement among others: 48%

18.  Accountability for engagement owned by the Leadership
Team (not HR)
 Publicly recognize improvements in engagement
 Hand ownership to and involve the employees:
• Employee Engagement Working Group
 Lay out the action planning process BEFORE the survey is
deployed
BEST PRACTICES TO ENSURE ACTION IS
TAKEN
18

19. Convincing the CEO
19

20. THE UNSPOKEN OBSTACLE: FEAR
20
“What if the results
are bad?
“What if they don’t like
me or the leadership
team?”
“Will we be able to
improve?”
“How will this make
me look in front of the
board”?
Engagement Surveys:
The Quintessential “Pandora’s Box”

21.  The Business Case:
• Appealing to ‘Left Brain’ often
not enough
 Appealing to the EQ:
• Allows us to deal with issues
beneath the service
• First step to improvement
• Allow the silent majority to speak
 Most leadership team’s
reaction to survey results: “I’m
surprised they’re not that bad!”
ADDRESSING THE FEARS
21

22. Event Format Topic/Location Date
Conference Board of
Canada Workshop Series
Interactive
Workshop
Employee Engagement Practices, Drivers
and Survey Design – Vancouver, BC
May 17, 2016
Ontario Municipal
Administrator’s
Association
Spring
Workshop
Nottawasaga Inn May 11 -13, 2016
TalentMap Monthly
Webinar Series
Webinar After the Employee Engagement Survey:
Now What? Best Practices in
Communicating Survey Results and Action
Planning
May 26, 2016,
12:00 – 1:00 p.m.
EDT
HR Executive Technology
Conference
Conference
and Trade
Show
McCormick Place, Chicago IL October 4-7, 2016
People Analytics Summit
Canada
Conference Toronto, ON November 1, 2016
Canada’s Top Employer
Summit
Conference Four Seasons Hotel, Toronto ON November 14,
2016
UPCOMING TALENTMAP LEARNING SESSIONS

23. THANK YOU!
QUESTIONS AND DISCUSSION
23
Monica Helgoth
VP Engagement – TalentMap West
mhelgoth@talentmap.com
1-888-641-1113, x515
Norm Baillie-David
SVP Engagement
nbaillie-david@talentmap.com
1-888-641-1113, x504
FOR A COPY OF THE PPT OR RECORDING:
http://www.talentmap.com/webinar-past/
Louie Mosca
Director of Sales – TalentMap East
lmosca@talentmap.com
1-888-641-1113, x501