EVP - WorldatWork - Stern and Rollins HANDOUTValue Proposition Customer Experience EMPLOYEE Employee...
Transcript of EVP - WorldatWork - Stern and Rollins HANDOUTValue Proposition Customer Experience EMPLOYEE Employee...
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BIWORLDWIDE.com | Australia | Canada | China | India | Latin America | Singapore | United Kingdom | United States
Employee Value Proposition:The Life Unboxed Story
A great EVP Attracts Inspires Retains Customer
Value Proposition
Customer Experience
EMPLOYEE
Employee Value
Proposition
CUSTOMER
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COMPANY
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EVP stateswhy the total
work experience is a superior fit than that of other
companies.
WHY SHOULD I JOIN?
WHY SHOULD I CARE?
WHY SHOULD I STAY?
TotalExperience
Employee Happiness/Engagement
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EVP states why the total
work experienceis a superior fit
than that of other companies
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EVP Process360O framework that starts with understanding gaps, designing positioning statements that fill those gaps, activating the plan across the employee life-cycle & measuring and sustaining it.
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UNDERSTAND
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DESIGN
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ACTIVATE
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Make every moment count.
Referral Day Am I happy here?
Achievement Day Am I valued
and appreciated?
Every Day Is this a place I’d like to stay?
First Day Did I make
the right choice?
Decision Day Can I see
myself here?
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DECISION DAY
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Is it the right person for the job?
• Hiring the wrong people sets you up for failure.
• Beyond having the right skills, are they a fit?
• Idiosyncratic fit with position• People• Organization and culture
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Personal Fit People Fit Organizational Fit
Decision Day
Intent to Stay
Time to Proficiency
Happiness
“As soon as I read the job description, I knew this
was the job for me.”
More likely to be committed
More likely to be happy
More likely to be happy
More likely to be happy
More likely to be committed
More likely to be proficient
9X
6X
3X
5X
9X
4X
“I am a perfect fit for the team I work with.”
“This organization is a place for people like me.”
47%
53%
35%
65%
37%
63%
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Hypothetical Work Force
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Hypothetical Work Force
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Hypothetical Work Force
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Hypothetical Work Force
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Hypothetical Work Force
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Hypothetical Work Force
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Work Forces Compared
25% looked for other jobs 15% looked for new jobs
25% of remaining are low fit 6% of remaining are low fit
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FIRST DAY
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Idaho Office WorkerBanking/Finance
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“Best part was meeting new [friends/co-workers] and learning
[new things]. Worst part was feeling completely lost and not doing things correctly at first.”
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Cayden
5“The best part was
the donuts. The worst part was that it was freezing.”
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What does successful onboarding look like?
HappinessTime to ProficiencyIntent to Stay
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The first day sets the tone.FIT
DECISION DAY FIRST DAY EVERY DAY
COMMITMENT
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First Day Sets the Tone
Could not have gone worse
Could not have gone better
Miserable
Excellent
Ove
rall
Exp
erie
nce
First Day
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Making a Great First Day
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ACHIEVEMENT DAY
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To help others feel recognized,
praise beats cash.Biggest Effect
Smallest Effect
Been Told “You Make a Difference”
Large Raise
Received Recognition
Non-Cash Award
Small Raise
Cash Award
3.0
3.6
3.1
3.53.2
3.43.2
3.43.2
3.33.3
3.3
Items right of the dotted line are NOTsignificant predicators of feeling recognized
SCORES ON Magnify their Success(1 = Lowest, 5 = Highest)
Experienced Recently
Not Experienced Recently
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Multiple opportunities for recognition creates widespread receipt.
12% 14%
31%
59%
Percent of Employee Receiving
12%23%
51%
73%Percent of Employees receiving at least one type of recognition increases with each addition
RECEIVED SERVICE ANNIVERSARY
AWARD IN PAST YEAR
MANAGER RECEIVED AWARD
IN PAST YEAR
NON-MANAGER RECEIVED AWARD
IN PAST YEAR
EMPLOYEE RECEIVED RECOGNITION IN
PAST MONTH
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Those who receive multiple types of recognition are happier, more engage, committed and intensely performing. 0.0
0.5
1.0
1.5
2.0
2.5
3.0
3.5
4.0
4.5
Happiness atWork
New Rules ofEngagement®
Score
Intent to Stay DiscretionaryEffort andInnovation
Received None
Received One
Received Two
Received Three
Those who receive multiple types of recognitionare happier, more engage, committed
and intensely performing.
Items received included:• Services
Anniversary• Award of
monetary value• Recognition (with
or without award)
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Recognition Preferences Profile
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Right Reward. Right Place. Right Time.Top Performer Recognition: Engages up to 10% of audience. Very public. Symbolic awards & experiences.
Contests: Focus on moving the middle – engage over 50% of audience. Tangible awards and travel experiences.
Recognition & Rewards: Engage over 80% of audience with long-term, peer-to-peer and manager recognition. Symbolic and tangible.
Variable / Incentive Compensation: Available to all team members, usually sales-focused.
Base Salary: Cash compensation that establishes minimum standards for all employees, private and long-term.
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REFERRAL DAY
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Referral Day Am I happy here?
How they’re feeling What they’re experiencing
Received training
Attended company celebration
Been told you make a difference
Received a large raise
Earned a non-cash award
No layoffs
Participated in leadership development
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QUESTIONS?