Using Recognition to Drive Engagement and Business Results
Denise Willett
Senior Director Achievers EMEA
Achievers | Listen
Percentage of British Employees who are engaged at work…
11% Gallup State of the Global Workplace 2017
Companies with highly-engaged
workplaces outperform their peers in
earnings per share by
Source: Gallup – Q12 Meta Analysis May 2016
The focus in the workplace has shifted
from employer to employee
Companies with highly-engaged
workplaces outperform their peers in
earnings per share by
Source: Gallup – Q12 Meta Analysis May 2016
This shift requires alignment between
company and employee values
THEN: GOALS DRIVEN
EMPLOYEES ACCEPTED
DIRECTION,PAY ANDSTABILITY
NOW:VALUES DRIVEN
EMPLOYEES WANT PURPOSE,
RECOGNITION, AND PERSONAL GROWTH
Companies with highly-engaged
workplaces outperform their peers in
earnings per share by
Source: Gallup – Q12 Meta Analysis May 2016
When alignment
happens, you can
spot engagement
a mile away.
Companies with highly-engaged
workplaces outperform their peers in
earnings per share by
Source: Gallup – Q12 Meta Analysis May 2016
The Customer
Experience
is determined
by
The Employee
Experience
Companies with highly-engaged
workplaces outperform their peers in
earnings per share by
Source: Gallup – Q12 Meta Analysis May 2016
And the business thrives
Companies with highly
engaged workplaces
outperform their peers by
in earnings per share
147%
Companies with highly-engaged
workplaces outperform their peers in
earnings per share by
Source: Gallup – Q12 Meta Analysis May 2016
“Long hours, lack of communication. A lot of turnover. Regional managersare vindictive and always looking forthe negative in the staff.”
Glassdoor Rating: 2.6Stock Performance: -19.1%
R E V I E W
When company and
employee values
don’t align,
everyone knows.
So...
what does it
Take to
consistently
engage
employees
today?
Companies with highly-engaged
workplaces outperform their peers in
earnings per share by
We all know
recognition works...
“Recognizing employees is the simplest way to
improve morale and employee engagement.”
Source: Harvard Business Review May 9, 2016
…and, Harvard Business Review agrees.
HBR, The Impact of Employee Engagement on Performance
72%
70%
70%
69%
67%
64%
54%
52%
Recognition given for high performers
Individuals have clear understanding of how job contributes to strategy
Senior leadership continually updates/communicates strategy
Business goals communicated company-wide and understood
Individual staff goals aligned with corporate goals
Assessment and performance reviews aligned with corporate goals
Some or all staff pay linked to corporate goal achievement
Training and development organized around corporate goals
HBR’s Most Impactful Triggers of Employee Engagement
▪Moments matter
▪ In flow of work
▪Social and inclusive
Leverage the power
of recognition to drive
alignment and employee
engagement.
High-Frequency Recognition = Engagement
Source: 2014 Retail Customer Study
NUMBER OF RECOGNITIONS ANNUALLY
40%
57%
0 12
EMPLOYEE ENGAGEMENT SCORE
Recogni t ion Programme
Companies with highly-engaged
workplaces outperform their peers in
earnings per share by
Source: Gallup – Q12 Meta Analysis May 2016
Companies with highly-engaged
workplaces outperform their peers in
earnings per share by
Survey fatigue?
OR
Inaction fatigue
▪ Quarterly surveys provide fluid measurement
▪ HR has plenty of data!
▪ Laborious action planning that few follow
How are managers doing with creating
and completing action plans?
Achievers | Listen
Close the loop
between
feedback
and
action
MeetAllie
Active Listening Interface
Always on
Personalised
Bite Sized Actions
Achievers | Listen
Allie
Always on
Personalised
Bite Sized Actions
To empower
EMPLOYEES
Achievers | Listen
PulseEngagement surveys
ReportsMeasure & Act
@Achievers #AACE17
Always on
Personalised
Bite Sized Actions
To empower
MANAGERS
Achievers | Listen
Who Owns Engagement?
▪ 70’s-80’s: Employee Satisfaction – Owned
by Personnel
▪ 90’s: Shifted focus to employee commitment
▪ 2000’s Attention on employee engagement
and performance, and introduction of
employee mobility
▪ Today focus is on having engagement
owned by the C-Suite
The Future of Engagement
The Future of Engagement
...in the future employee engagement will be
owned by…
in the future
employee engagement will be owned by
The Future of Engagement
...the employee.
Change the way the world works
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