5 ATTRIBUTES OF AWESOME EMPLOYERS

June 24, 2014

Presenters

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• Helps build company culture, continually

increasing employee engagement and

developing people strategies

• Previously worked for U.S. Bancorp, Fidelity

Investments and The HayGroup

• MBA, with HR concentration, from Vanderbilt

UniversitySara Hill

Chief Human Resources Officer,

Ceridian

Kim Flowers

Senior Director Employee Benefits

& HRIS, Sunrise Senior Living

• Leads the team responsible for benefits,

wellness, HR technology, recognition,

appreciation and employee engagement

• Been with Sunrise since 1999 in various HR

functions

Agenda

• Benefits of achieving “awesome employer” status

• Employer Value Proposition

• Overview of 5 attributes of awesome employers

• Examples from Sunrise Senior Living

• Q & A

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Benefits of “Awesome Employer” Status

Employer

of Choice

COMPETEHard to imitate people

and culture – true

differentiation.

RETAIN TALENTProvide challenge and

growth opportunities to

make employees happy

to stay.

ENGAGE TALENTBoost morale and pride.

ATTRACT TALENTWinners like to work with

other winners.

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Benefits of “Awesome Employer” Status

Pride and bragging rights!

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Evaluate Current Workplace – Your Baseline

Retention rate. Does top talent stay or are

they leaving at an alarming rate?

Reputation. Have you won any awards? What

does the media/analysts say about you?

Quality of hires. Does talent move from

your competition to work for you?

Employer Value Proposition. Do you clearly

communicate what you offer that employees value?

Employee Engagement. What do employees

say informally as well as through formal survey

tools?

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Quick Poll

Our organization currently measures the following:

a) Employee retention rate

b) Quality of hires

c) Quantity of job applicants

d) Employee engagement/satisfaction

e) All or most of the above

f) None of the above

Employer Value Proposition

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Ceridian Internal Brand: What Great Looks Like

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Quick Poll

Our employer brand is:

a) Well articulated and consistently communicated across all

touch points

b) In process – we’re trying to do a better job of articulating

c) Not fully understood or communicated

d) Not a priority investment

Attributes of Awesome Employers

DeProvide

Work-life

Balance

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Quick Poll

Which of the following is currently the greatest strength for

your organization?

a) Offering career growth opportunities

b) Supporting work-life balance

c) Empowering employees in decision-making

d) Providing access to numerous tools/resources

e) Recognizing employees’ contributions

Consider the Employee Life Cycle

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Strategy

Attract

Select

Develop

EngageRetain

Courtesy: Hudson

Attribute #1: Offer Growth Opportunities

Competitive salary and engaging work

Training and experiences to build and develop skills

Career advancement or added responsibilities

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Attribute #2: Offer Work-Life Balance/Flexibility

89% 80% 57%

Employees

that say work-

life balance is

a problem

Employees that

say flexibility is

important or

very important

when deciding

on a new job.

Employers

that offer

flexible work

arrangements.

Sources: SHRM State of Employee Benefits in the Workplace, December 2013

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Attribute #3: Empower Employees

Define roles and responsibilities

clearly

Provide challenging assignments

Make info readily

available

Offer clear objectives

& feedback

Hard work is

recognized

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Attribute #4: Provide Resources & Tools

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Top Employer

Comprehensive Benefits

Enabling Technology

Training

Quick Poll

To what degree does your EAP/work-life/wellness program

play into your Employer of Choice strategy?

a) A major component that we market heavily

b) A piece of the puzzle, but we could do a better job of

promoting it

c) This doesn’t play into our top employer strategy

d) N/A – we don’t offer an EAP/work-life/wellness program

Attribute #5: Recognize Employees

RECOGNIZE

Companies with

effective recognition

programs have 31%

lower voluntary

turnover

SHARE

STORIES

TIE TO

COMPANY

GOALS OR

VALUES

MAKE EASY &

FREQUENT

RESULTS &

BEHAVIORS

PEER TO

PEER

Not simply top

down

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Communicate!

• Celebrate your successes

• Reach out to employees to gather feedback and insights for continuous improvement

• Market any awards you receive both internally and externally –including via social media

• Encourage your employees to be company brand evangelists

• Don’t keep your efforts to develop or maintain an

Employer of Choice position a secret!

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Sunrise Senior Living – An Awesome Employer

• 30+ years serving the needs of seniors

• 26,400 units in the U.S., Canada and U.K.

• 29,000 employees (approx. 65% full-time, 92% hourly, 83% front-line staff)

Background

• Use Engagement Survey to engage and tie to business results

• Ongoing programs to recognize and support

Actions

• 80% retention rate among full-time, community-based staff

• Happy, engaged employees

Results

Employer of choice for warm-hearted people searching

for meaningful work in a nurturing, ethical and active

environment.

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Sunrise Senior Living Attributes Exemplified

• “Summer of Sunrise”

• “Caring for you as you care for others”

• “Shine On”• “Your Voice Counts”

Engagement Survey

Recognition Program

Celebration

AppreciationWellness

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Sunrise Senior Living: Engage & Retain

Create sustainable engagement levels that attract, retain and

engage employees that both strive toward excellence, precision

and continuous improvement and serve as brand ambassadors

by building a community where employees feel deep

commitment and pride

• New process May 2012 – branded Your Voice Counts:

Partnering Together for a Brighter Sunrise

• Paper process for community-based team members,

online for regional and HQ

• Fully supported and championed by C-suite and regional

ops leaders

• Community visits by CEO and COO – held town hall-

style sessions with team members

• DVD introducing and describing the process and

intended results

• 2014 response rate of 65%

Engagement Survey

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Sunrise Senior Living: Recognize

Shine On Recognition

• Launched in 2013 due to feedback heard in the 2012

Engagement Survey

• High touch day-to-day recognition pieces (manager to

employee, peer to peer, and customer to employee)

The mission of Sunrise’s recognition program is

to create a culture of appreciation and recognition

that is applied consistently across the

organizationRecognition

Program

Anniversary Recognition • Replaced cash-based milestone anniversary

awards with very visible and tangible award

program

• Ongoing manager tips and encouragement

• Flexibility that allows managers to hone in on

business needs and drive/reward behavior

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Sunrise Senior Living: Recognize & Appreciate

Summer of Sunrise – Celebrating Our

Team – Our Team Does It Best!

• Company-wide initiative focused on

celebrating our team

• Focuses everyone back on our mission and

values

• Events held at each location, pictures,

testimonials are submitted and shared

• Heavily supported by leadership

Thank You Gifts

• Annual “Thank You” gifts are given to each team member

• Typically between Thanksgiving and Christmas

Celebration

Appreciation

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Sunrise Senior Living: Wellness & Work-life Balance

Sunrise Healthy Living – Caring for you as

you care for others

• Established in 2010 mainly to combat rising

healthcare costs

• Expanded to encompass overall well-being including

financial wellness

• Health Promotion Programs include

- Free smoking cessation program

- Onsite Health Screenings

- Free diabetes testing supplies

- Company-sponsored health challenges

- Company funding toward medical deductible for

participation

- Employee Assistance Program

- And more…

Wellness

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Sunrise Employee Comments

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We do a lot of team bonding, and we depend

on each other to get through each day.

Working together as a team helps us to stay

warm, happy, and fulfilled in our jobs.

– Care Manager

Sunrise treats its employees very well. The nurses here are an

extremely close-knit community of people who are always looking out

for one another. Working in such a compassionate atmosphere every

day is actually very empowering and makes me want to give 100% of

myself to the residents every single day.

– Registered Nurse

Takeaways

Develop and consistently communicate your Employer Value Proposition

Understand and benchmark your organization’s current market perception/status

Consider what attributes of awesome employers best fit with your organization’s culture and goals

Remember to recognize employees and shine the spotlight on your successes

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Empower employees with rich resources and tools to get the help they need in their personal and professional lives4

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Q & A

© 2013 Ceridian HCM, Inc.