7KEY INSIGHTS FROM

HR TECH 2015

Presented by

Click the “tweet” button above to tweet the information on each slide

The HR Technology conference meets yearly

to discuss trends in tech, culture, and tools

within the HR space. This year’s conference,

featuring keynotes by Marcus Buckingham

and Jim Whitehurst, focused especially on

employee engagement and retention in

our fast-paced business world. Read on to

discover the top 7 insights from the HR

Tech conference—and what they mean for you.

1

HR DATA IS BROKEN 61% OF A PERFORMANCE RATING IS A REFLECTION OF THE RATER, NOT THE RATEE.

- Marcus Buckingham

Marcus Buckingham debunked the idea that people could e�ectively rate others. Numerous studies have shown that employee rankings and reports should not be based on what colleagues say about them. The more e�ective method of determining a person’s intentions and character are self-assessment type tests. They are the employee data source of the future.

2

SATISFIED EMPLOYEES = FINANCIAL RETURNS

A STUDY OF 100,000 EMPLOYEES SHOWED THAT COMPANIES WITH DISSATISFIED EMPLOYEES DRAMATICALLY UNDERPERFORM IN THE STOCK MARKET.

Glassdoor’s Andrew Chamberlain, Ph.D., presented study after study pointing to the undeniable conclusion that satisfied employees really impact bottom-line financials. He then highlighted the importance of a mission-driven culture, mentorship, and inspiring leadership in creating an environment where employees thrive and do great work.

$$

3BENEFITS THAT FIT DRIVEEMPLOYEE ENGAGEMENT

WE THINK ABOUT: HOW DO WE MAKE OUR EMPLOYEES’ LIVES EASIER, OR BETTER, OR BOTH? THAT MEANS WE OFFER PROGRAMS THAT ENABLE THEM TO BE PRESENT WHILE THEY’RE AT WORK. WE WANT THEM TO BRING THEIR WHOLE SELVES TO WORK, AND NOT HAVE TO WORRY ABOUT THINGS WE CAN SOLVE FOR THEM.

- Sarah Lecuna, Benefits Manager at Intuit

At the session “How Silicon Valley’s Best Employers Use Benefits to Drive Employee Engagement,” HR leaders from Adobe and Intuit agreed: the best received and most e�ective benefits make sense for your workforce. Use employee surveys and feedback to gauge what your employee base needs. Delivering on benefits that fit will make your company stand out from the pack and empower employee engagement and retention.

4ATTRACT TOP TALENT BYFOCUSING ON MOBILE

TALENT IS A BIG PART OF MOBILE. WORKERS HAVE EXPECTATIONS ON HOW YOU WILL ALLOW THEM TO EXECUTE THEIR JOB, SO INVESTING IN MOBILE IS A MECHANISM TO INCREASE BUSINESS RESULTS.

- Panelists at “Mobile HR Technology: The Good, the Bad, and the Ugly”

The more common mobile-friendly websites and apps become, the more crucial they are to your organization. Invest in mobile now to make your applications, website, and tools accessible and intuitive for all employees, regardless of location or generation.

5

MILLENNIALS STILL MATTER LIVINGSOCIAL TAKES SPECIAL CARE TO ENGAGE MILLENNIAL EMPLOYEES, BECAUSE RESEARCH SHOWS A GENERATIONAL DIVIDE BETWEEN WORKERS, ESPECIALLY IN THEIR ATTITUDES TOWARDS TECHNOLOGY.

At the core of LivingSocial’s approach to engaging Millennials is the use of accessible, easy-to-use, and functional technology that helps employees connect with each other and the organization. By empowering employees with intuitive tools, LivingSocial gives Millennials the foundation for happy and productive workdays.

6

LET YOUR EMPLOYEE VOICE BUILD YOUR BRAND

MANY TOP COMPANIES—COCA-COLA, SALESFORCE, AND NORDSTROM, TO NAME A FEW—LEVERAGE THEIR EMPLOYEES’ EXPERIENCES AND FEEDBACK TO STRENGTHEN THEIR BRAND.

According to Jason Seiden, you may be surprised at how positive and encouraging employee messages are when you let them have a voice. Whether you encourage employees to speak up through surveys, social media, or a combination of the two, their understanding of your brand is great feedback on who you are as a company, and how you can improve.

VERY SATISFIED SATISFIED NEUTRAL UNSATISFIED VERY UNSATISFIED

7OPEN ORGANIZATIONSARE THE FUTURE

IF THERE'S MORE HONESTY AT THE WATER COOLER THAN IN CONFERENCE ROOMS, YOUR ORGANIZATION HAS A PROBLEM.

- Jim Whitehurst, President & CEO of Red Hat

In his keynote, Whitehurst explained the importance of creating an open organization where employees provide feedback and management listens. In an open organization, employees "opt in" and feel engaged with your core purpose every day. It’s not top-down management. It’s crowdsourced from employees and customers alike—and it empowers great work.

The highlights of HR Tech 2015 focus on

the culture, leadership, and environment that

new technology can build for our workforce.

In the end, technology only provides the

tools. But with these insights, you can

build the vision that will empower your

employees to create more great work for

your organization.

JOIN OUR COMMUNITY

O.C. TANNER AND THE O.C. TANNER INSTITUTE

O.C. Tanner, number 40 on the 2015 FORTUNE 100 Best Companies

to Work For® list, helps organizations create great work environments

by inspiring and appreciating great work. Thousands of clients

globally use the company’s cloud-based technology, tools, awards,

and education services to engage talent, increase performance,

drive goals, and create experiences that fuel the human spirit. Learn

more at octanner.com.

The O.C. Tanner Institute regularly commissions research and provides

a global forum for exchanging ideas about recognition, engagement,

leadership, culture, human values, and sound business principles.

THE MILLENNIAL EFFECT ON EMPLOYEE ENGAGEMENT

5 Everyday Objects that are the Result

of Great Work

MYTHS ABOUT GREAT WORK:AND the Reality of What to Do to

Make it Happen

6

? How to Master the Artof a Great Meeting

SHRM CONFERENCE 2015

MORE PRESENTATIONS BY O.C. TANNER