Employee Engagement 2020: Strategizing, Planning and Implementing a Robust Engagement Program

1. The Link Between Listening & Doing
Hosted By

2. GETHYPHEN.COM 2
Introductions
Meet your Speakers
t
Ranjit Jose is a Co-founder of Hyphen and spends the
majority of his time partnering with organizations across
the world on their Employee Engagement strategies.
Passionate about innovating in all ways how organizations
can shrink the space between leaders and employees, he is
a firm believer that the future belongs to leaders who can
create trust within an organisation.
Ranjit Jose
Co-founder - Hyphen
t
Philip Vincent
Head of HR – Third Bridge
A commercially focused, proactive HR leader with a great
experience working within the telecoms, e-commerce,
start-ups, research, financial services and tech sectors,
Philip heads the HR function at Third bridge, a company
that provides private equity firms, hedge funds and
strategy consultants with the information that they need to
understand the value of their investment opportunities.

3. Today’s Agenda
What we’re talking about today
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❏ The importance of Employee Engagement – How to think of ROI
❏ Key Employee Engagement trends in 2020 and what these mean for HR Leaders
❏ The 5 step process in creating your Employee Engagement strategy
❏ Summing it up – connecting it all together

4. Employee Engagement and its Tangible ROI
A Happier Workforce leads to Greater Impact
Productivity
Engaged employees
communicate and collaborate
more effectively with
colleagues and managers.
They are also more motivated
to achieve their goals.
Retention
Engaged employees feel more
connected to their peers,
their leadership, and
company values.
Replacing one employee costs
30-100% of their annual
salary.
Profitability
Engaged employees are willing
to give their best at work and
give discretionary effort.
They are more innovative and
drive higher customer
satisfaction.
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+20% +24% +21%
Harvard Business Review - How Four Talent Practices Add Up to Big Revenue Gains

5. Productivity
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Time
t
Get feedback anytime & Discover blind spots
Act on opportunities & Track initiatives
Fix high performer attrition
Development & Retention
tUnderstand attrition
Limit spillage on Glassdoor
Exit
tImprove process
Understand offer declines
Recruiting
t
Accelerate ramp-up
Improve recruitment profiling
Help struggling individuals
Onboarding
Maximizing Employee Lifetime Value
A Happier Workforce leads to Greater Impact

6. 2020 Employee Engagement Trends
❏ People First Culture
❏ Flexibility & Work-Life Balance
❏ Diversity & Inclusion
❏ Employees As Brand Ambassadors
❏ Data, People Analytics & AI
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What will drive Employees and HR Leaders

7. ❏ People First Culture
§ All the more important to check in often
❏ Flexibility & Work-Life Balance
§ Operate within employees’ flow of work
❏ Diversity & Inclusion
§ Ensure broad based feedback
❏ Employees As Brand Ambassadors
§ Engaging employees all the more important
❏ Data, People Analytics & AI
§ Flying blind is no longer an option
What these trends mean for HR Leaders
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Keeping up with the expectations

8. Your 2020 Employee Engagement Strategy
5 Step Framework
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9. What is your biggest challenge in making employee
engagement effective?
Poll Question
❏ Collecting engagement data
❏ Meaningfully interpreting engagement data
❏ Formulating clear actions from engagement data
❏ All of the above
❏ None of these
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10. What to Measure – Key
Drivers and Key Questions
How Often –
Frequency of
Feedback
Collection
Your 2020
Employee
Engagement
Strategy
5 Step
Framework
How To Align
your
Organization
How To Collect,
Read and
Organize Data
How To Convert
Data into
Actionable
Outcomes
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11. WHAT TO MEASURE – KEY DRIVERS & QUESTIONS
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12. What to
Measure
PLANNING AND PREPARATION
q Do you and Leadership have specific Goals?
q What do you hope to accomplish with the feedback?
q What are the other departments that will need to be aligned?
q What granularity of employee data do you need?
q Will you use an automated Employee engagement solution or use a
more low-tech higher manual approach?
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13. What to
Measure
DESIGNING THE SURVEY - 13 KEY DRIVERS
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Engagement
Company Performance
Leadership
Management
Collaboration & Teamwork
Communication
Workload
Purpose
Meaningful Work
Environment
Feedback and Recognition
Growth
Benefits

14. What to
Measure
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ASKING THE RIGHT QUESTIONS
GOOD QUESTIONS
q My company’s financial situation is stable.
BETTER QUESTIONS
q I would recommend my company as a great place
to work.
q I like working at my company.
q My company is dedicated to diversity and
inclusion.
q I believe that my company is in a position to
succeed.
q People from all backgrounds are treated fairly at
my company.

15. HOW OFTEN – FREQUENCY OF FEEDBACK COLLECTION
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16. How often do you currently solicit feedback from your
employees?
Poll Question
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❏ Once a year or less
❏ Every 6 months
❏ Quarterly or Monthly
❏ Occasionally/Sporadically

17. How
Often
WHAT IS THE RIGHT FREQUENCY?
q Dependent on the organizational readiness
q Factor in how quickly your business is changing
q Important to capture trends within a year
q Ability to action on critical issues
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18. How
Often
FEEDBACK– BEST APPROACH
Quarterly or even semi-annual engagement survey
coupled with polls to measure progress
q Identifying Trends
q Taking Consistent Action
q Additional Feedback Channels
q A Wider Range of Feedback
An Engagement strategy should be able to help you in
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19. HOW TO ALIGN YOUR ORGANIZATION
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20. Aligning your
Organization
ALIGNING YOUR ORGANIZATION
q Align organizational goals to your engagement strategy
q Align all concerned stakeholders – leadership and managers
with necessary training sessions, coaching and onboarding in
case of using a feedback tool
q Create trust and transparency amongst employees using
open conversations
q Assure anonymity and explain the process and strategy of
analysing data despite the anonymity factor
70% of employees say they are most engaged when
management consistently updates them on strategy.”
Source : HBR
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21. GETHYPHEN.COM 21
HOW TO COLLECT & ANALYZE THE DATA

22. Analyzing
Data
DATA VISUALISATION - MESSY
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23. DATA VISUALISATION - NEAT
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Analyzing
Data

24. Analyzing
Data
q Establish a small group of managers to create the most informative
employee segments to gauge in order to narrow and identify the
last mile impacts
q Establish a checklist for reviewing the results to help create the
structure to analyse data
q Use Analytics, NLP and Machine Learning to identify emotions and
other subtleties that wont show in the quantitative data
q Turn qualitative data into quantitative data by transforming open
ended responses into sentiment data
DATA ANALYSIS
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25. GETHYPHEN.COM 25
HOW TO CONVERT DATA INTO ACTIONABLE OUTCOMES

26. How effectively does your organization channel
feedback into strategy?
Poll Question
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❏ Very Effectively
❏ Somewhat Effectively
❏ Not at all Effectively

27. Unstructured Feedback + Action = Wrong Actions Taken
Structured Feedback + Action = Trust.
Structured Feedback + No Action = Employees Lose Faith
(OR)
GENERATING TRUST : THE RIGHT EQUATION
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Action
Planning

28. q Choose the low-hanging fruits (2-3 areas) to concentrate on first
q Use follow-up pulse surveys and polls to drill down further into those two
or three items to uncover the issues driving them
q For each plan, designate a lead person who will be responsible for
checking progress against a timeline and milestones
q Document each action plan in writing. Be as specific as possible, using
actual dates on the timeline rather than general time frames
q Communicate Plan of Action to the entire organization
CREATING AN ACTION PLAN
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Action
Planning

29. WHAT ACTIONABLE FEEDBACK LOOKS LIKE
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Action
Planning

30. Key Takeaways
In Conclusion
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❏ The engagement gap is expensive for businesses
❏ Your employee engagement strategy is critical and must always
be linked to overall organizational goals
❏ Establish continuous employee listening and feedback
mechanisms to ensure employees feel heard
❏ Democratize your data to empower managers
❏ Feedback without action is meaningless
❏ Employee engagement is an ongoing process – Create,
Communicate, Actualize and Repeat

31. What We Do
About Hyphen
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32. Complimentary Content Offer
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UPCOMING CONTENT OFFER
THE 2020 EMPLOYEE
ENGAGEMENT
PLANNING GUIDE

33. Thank You!
Ranjit Jose: ranjit@gethyphen.com
Reach out to Us:
Q&A
Philip Vincent : philip.vincent@thirdbridge.com