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7 Drivers for Building Employee Engagement | Kim Dixon | Ceridian Talks
Transcript of 7 Drivers for Building Employee Engagement | Kim Dixon | Ceridian Talks
7 Drivers for Building Employee Engagement from Hire to Retire
Introduction
Kim Dixon, Global VP
Brand & Media
Kim Dixon is an entrepreneurial marketing professional
with a wide variety of technology industry experience
in public, private and venture-funded organizations
spanning sectors including graphics, education,
telecommunications and digital content.
Kim has lead teams and programs for the consumer,
small business and enterprise markets including new
product introductions of software, hardware and Web
services, nationally and internationally. In 2006, she was
named businesswoman of the year by the Ottawa
Women’s Business Network in the corporate category.
Agenda
1. The State of Employee Engagement in Canada
2. Key Findings from the 2014 Pulse of Talent Survey
3. 7 Drivers for Building Engagement
4. Recommendations for Engagement Success
Employee Engagement Matters• Employee engagement leads to retention.
• It is a more reliable indicator of performance.
• It results in higher productivity, profitability and lower turnover.
SOME NUMBERS:
• Turn over costs of disengaged employees: $5B/Year
• Total number of employees leaving organizations: 2M/Year
• The average cost of employee replacement per year: $10K
• Average replacement cost: 20% of salary
Why Engagement Matters?
2011
• Measured perceived Job Security,
Confidence in Leadership and Career
Satisfaction
2012
• Focused on the impact
of recognition on employee
engagement and job satisfaction.
2013
• Focused on the agile approach to
recognition and rewarding; Gen Y, Gen X
and Boomers
Previous Pulse of Talent Surveys (2011-2013)
• The Pulse of Talent 2014
edition was commissioned
by Ceridian and conducted
in partnership with Nielson
• 800+ Canadians were
surveyed nationwide during
April and May
• 3 Key Findings were
revealed in the report
“Estimated Replacement Costs For Disengaged
Employees Is 5 Billion Dollars Annually.”
2014 Pulse of Talent Survey
1 IN 3 EMPLOYEES
ARE FULLY ENGAGED
ON THE JOB
1 IN 3 EMPLOYEES
BELIEVE THEIR
EMPLOYER CARES ABOUT
THEM
Key Finding #1: Employers Can
Improve Engagement Levels
Highly engaged workers fall into one
of the following groups:
• Young or older (18-24 & 55+ years old)
• Post-graduates, secure in their job,
salaried, have the possibility to work from
home, have access to an Employee
Assistance Program
• People who would like to work 3 years or
more for their employer, are not looking for
a new job and are not exploring new
career paths
1. HIGH TURNOVER
• Want to explore new career paths
• Think promotions are given externally
• Current job <5 years
Top 3 Symptoms of
Low Employee Engagement
2. LOW PRODUCTIVITY
• Feel more stress
• Get less sleep
Top 3 Symptoms of
Low Employee Engagement
3. SLOW TO ADAPT
TO CHANGE
• Higher training costs
• Difficulty keeping up-to-date on
the job
Top 3 Symptoms of
Low Employee Engagement
Key Finding #2: Recruitment policies
and processes are critical to building
and maintaining a strong company
brand.
NO FEEDBACK DURING RECRUITING CREATES NEGATIVE IMPACT
Engagement Growth is an Ongoing Process
EMPLOYEE DEVELOPMENT
+ INTERNAL PROMOTIONS
= HIGHER ENGAGEMENT.
• In a company where employees
are developed and promoted
internally, engagement levels are
higher.
Key Finding #3: Highly engaged
employees are more loyal to their
employer.
REASONS FOR NOT
LOOKING FOR A NEW JOB:
• Work is interesting - 57%
• Good conditions - 57%
• Security - 53%
• Fair compensation - 51%
• Respected - 45%
Engagement and Retention Rates
OF EMPLOYEES ARE IN
SOME FORM ACTIVELY
LOOKING FOR A NEW
JOB WITH A NEW
EMPLOYER
AREN’T ACTIVELY
LOOKING, BUT WOULD
CONSIDER A NEW JOB
WITH A NEW
EMPLOYER
• Despite everything employers are doing right, many
employees are at least open to the idea of changing
employers:
7 Drivers for Building Employee Engagement
Engaged Employees give higher ratings
to all 7 drivers
Engaged Employees give higher ratings
to all 7 drivers
Engaged Employees give higher ratings
to all 7 drivers
Recommendations
REWARD EMPLOYEES WITH MONETARY
& NON-MONETARY COMPENSATION
Recommendations
RECOGNIZE AND VALUE EMPLOYEES
Recommendations
MOTIVATE AND CHALLENGE EMPLOYEES
+ PROVIDE OPPORTUNITIES FOR GROWTH
Recommendations
SHOW YOU CARE ABOUT THEIR OPINIONS
AND PERSONAL WELL-BEING
Recommendations
COMMUNICATE/EDUCATE REGULARLY ABOUT
THE COMPANY’S CORPORATE VISION
Recommendations
• Reward your employees with monetary & non-monetary compensation
• Recognize and value your employees
• Motivate and challengeyour employees professionally & provide opportunities for growth
• Show employees you care about their opinions and personal well-being
• Communicate/educate regularly about your company’s corporate vision
2014 Pulse of Talent Wrap
#1: Employers Can Improve
Engagement Levels
#2: Recruitment policies and
processes are critical to
building and maintaining a
strong company brand.
#3: Highly engaged
employees are more loyal to
their employer.
THANK YOU
To find out more about Ceridian Human Capital Management Solutions
contact us at: 1-877- CERIDIAN (1-877-237-4342) or visit www.ceridian.ca.