#FIRMday London 28/04/16 - Glassdoor 'Building an employee engagement strategy that works for your culture'

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Glassdoor Overview

How to Develop anEmployee Engagement Strategyto Improve Your Brand

Confidential and Proprietary Glassdoor, Inc. 2008-2015MalloryGreet everyone1

Featured SpeakerStephen WilliamsClient Relationship Director at Glassdoor@GlassdoorUK

Confidential and Proprietary Glassdoor, Inc. 2008-2015

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AgendaThe Impact of Employee Engagement on Brand Signs of Low EngagementSix Steps to Increase EngagementEmployee Engagement Templates

Confidential and Proprietary Glassdoor, Inc. 2008-2015What is an Employer Brand?

Confidential and Proprietary Glassdoor, Inc. 2008-2015heres another good question?...What is an Employer Brand?4

Your brand is what otherpeople say about you whenyoure not in the room.

Jeff Bezos Founder & CEO, Amazon.com

Confidential and Proprietary Glassdoor, Inc. 2008-2015..Ill borrow a great quote from the founder & CEO of Amazon, Jezz BayZos.

Jeff says: Your Brand is what other people say about you when youre not in the room

The room today is verymuch the internet and Social Mediafor the purpose of todays conversation, that room is Glassdoor.

Ultimately, if youre not telling your story online, someone else is!!5

Employer Branding Starts with Employee Engagement

Confidential and Proprietary Glassdoor, Inc. 2008-2015

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Would current employees recommend your organisation to a friend?What arejob seekers sayingabout youonsocial?What isyourcompanyratingonGlassdoor?

Ask Yourself

Confidential and Proprietary Glassdoor, Inc. 2008-2015Gone are the days of internally developing the message and putting it up there for all to see. If your message is saying one thing and employees are saying another, your credibility can go out the window. You need to constantly monitor whats being said about you, develop the message with your A players and get their buy-in to promote that message.7

Where you workis one of themost important decisionsyoull make in your life.

Confidential and Proprietary Glassdoor, Inc. 2008-2015-We all know that where you work is one of the most important decisions youll make in your life. - And your candidates feel the same way.-There are many factors that play into why somewhere is a best place to work and why wed apply to a job

For example

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The Way Candidates Search for Jobs Today is Different!

Provides the information to makea more informed decision

vs.

Confidential and Proprietary Glassdoor, Inc. 2008-2015

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Candidate Behavior Today83% of recruiters describe todays talent market as candidate-driven.Candidates are wary of employer messages.Employees are 3X more credible than the CEO when talking about work conditions. 75% turn to peers before making their own decisions about a brand.

Innovation and the Earned Brand, Edelman, 2015Trust Barometer, Edelman, 2014Recruiter Sentiment Study, MRINetwork, 2014

Confidential and Proprietary Glassdoor, Inc. 2008-2015..A few stats for you hereYou can see the source of the stats and can go ahead and search the finer details of these reports online10

Launched: 2000 TravelReviews and Ratings Help Inform DecisionsSince 1995 decisions have been made on reviews

LocalLaunched: 2004 ProductsLaunched: 1995

Confidential and Proprietary Glassdoor, Inc. 2008-2015

Everyday were making better and more informed decisions based on reviews because often in the past our expectations just didnt match reality.

As consumers, we all turn to each other on sites like Amazon, Yelp/OpenTable and Trip Advisor to make more informed decisions about Product purchases, Where to eat and our next holidays.

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Top 5 Things Job Seekers Want to LearnSource: Glassdoor User Survey, 2014What Makes the Company an Attractive Place to WorkCompensation PackagesBenefit PackagesCompany Mission, Vision and ValuesBasic Company Info (location, # of employees, etc.)

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Confidential and Proprietary Glassdoor, Inc. 2008-2015*Source: Glassdoor Survey, Oct. 2014

When updating your brand, think about the information a candidate is looking for when they decide whether or not to come and work with you. They first and foremost want to know what makes you attractive, comp and benefits packages, the companys mission vision and values, and also how large you are and where you are located. Remember to be transparent because it only sets up everyone for success down the road.

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Share the Vision

Confidential and Proprietary Glassdoor, Inc. 2008-2015Define and Align. Having a clearly defined mission and vision is critical to ensuring that your company is aligned toward the same goal.

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61%Seek company reviews and ratings before making a decision to apply for a jobSource: Glassdoor User Survey, 2014

Confidential and Proprietary Glassdoor, Inc. 2008-2015Glassdoor US Site Survey, Jan 201614

Encourage Feedback

Confidential and Proprietary Glassdoor, Inc. 2008-2015Engage Your People

New hires are ideal to target because theyre fresh to an organization and they bring enthusiasm and fresh eyes. Invitations to new hires should be extended during the onboarding process here at Glassdoor for example, we ask new hires to leave reviews of their hiring experience during their first day of training!

After 90 days, new hires should also be invited to follow up and reflect upon their first three months on the job. Additionally add a calendar reminder to invite new hires to visit glassdoor and leave an interview experience two to three days from their start date.

Managers are also a key resource to help encourage team members to leave reviews. For example, if the Engineering department is looking to fill a QA Engineering position, the Head of Engineering should be reaching out to all those currently in a QA Engineering role to invite leave reviews on Glassdoor. Potential applicants will then have up-to-date explanations of what their job would entail.

C-Level staff members can offer a broader point of view as leaders of the company. CEOs and other top-level staff have a unique perspective about the organization and overall vision.

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say that its important to work for a company that embraces transparency90%of job seekersSource: Glassdoor User Survey, 2014

Confidential and Proprietary Glassdoor, Inc. 2008-2015Glassdoor US Site Survey, Jan 2016

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Listen to Employees

Confidential and Proprietary Glassdoor, Inc. 2008-2015Identify Key Trends Based on Employee Feedback

As you analyze reviews, note employees likes and dislikes. Weave the positives into job descriptions so that potential hires and new hires know what each position entails. By being transparent about the pros and cons, employees can be set up for success for the long run!17

Listen to Employees

Confidential and Proprietary Glassdoor, Inc. 2008-2015Dont have time to read all your reviews? Glassdoor has quick assessment tools. For example, Glassdoor Insights lets you review top-level sentiments and identify key themes in your Glassdoor reviews.

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Utilise Reviews to Fix Problems

No Company Is Perfect

Confidential and Proprietary Glassdoor, Inc. 2008-2015We have really harped on this one but dont respond to just negative reviews, respond to positive as well!

Make sure you are also really using these reviews to fix problems. 19

Respond to Reviews

Confidential and Proprietary Glassdoor, Inc. 2008-2015Once you have substantial feedback from employees, it becomes critical for an employer to analyze the content and identify common themes, noting areas for improvement.

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Respond to Reviews & FeedbackSource: Glassdoor User Survey, 2014

62%agree their perception of a company improves after seeing an employerrespond to a review

Confidential and Proprietary Glassdoor, Inc. 2008-2015Having a game plan for employee engagement is a must, but the last thing I want is for you to feel overwhelmed and like this is a tall order. This is not rocket science!

Your strategy will include things as basic as listening to and responding to feedback. We know that 69% of Glassdoor members agree their perception of a brand improves after seeing an employer respond to a review.

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Invest in Employees / Boost Productivity

Confidential and Proprietary Glassdoor, Inc. 2008-2015Employers are starting to realize the ROI behind engaged employees. According to the Workplace Research Foundation, highly engaged employees are 38% more likely to have above-average productivity. And this engagement tends to have a ripple effect.22

3 Ways to Invest in Your EmployeesPromote From WithinGive Out Company Stock to EmployeesInvest in Onboarding andTraining Programs

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Confidential and Proprietary Glassdoor, Inc. 2008-20153 Ways to Invest in Your Employees:Promote from WithinGive out Company StockInvest in Onboarding and Training Programs23

10% increase in pay = 1 point increase in satisfaction on 0-100 scaleSource: Glassdoor Economic Research, 2015

Confidential and Proprietary Glassdoor, Inc. 2008-2015(THIS IS A BUILD)In a recent study, we looked at reviews left by 221,000 users who contributed both a review and salary report to trying to answer the question, does money buy work happiness?

And, what factors matter most to overall satisfaction.

What we found is salary does have a statistically significant impact on job satisfaction, but its really small. (CLICK) A 10 percent boost in salary leads to a 1-unit increase in satisfaction (on a 0 to 100 scale). In other words, if an employee who was making $70,000 per year was given a raise to $77,000, their satisfaction would move from 78 to 79, which would be hard to detect on a Glassdoor 5-point scale.

And, our data shows that there is a diminishing return to happiness for every extra $1000 in earnings.

So where does pay rank compared to other drivers? Even when we statistically control for other factors like gender, education, years of experience, job title, employer size, industry, state and employee status, Salary is NOT at the top of this list, CLICK

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Source: Glassdoor Economic Research, 2015Findings:Salary is NOT the main driver of satisfaction

Confidential and Proprietary Glassdoor, Inc. 2008-2015in fact, its toward the bottom25

Source: Glassdoor Economic Research, 2015Findings:Culture, opportunities and leadership matter most

Confidential and Proprietary Glassdoor, Inc. 2008-2015The most important factors influencing satisfaction are

Culture & valuesCareer advancement opportunitiesOpinion of Senior Leadership

Work-life balance, compensation and benefits and business outlook far less influential.

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Why Does All of This Matter?The Culture Effect

Confidential and Proprietary Glassdoor, Inc. 2008-2015So, why does striving to be a best place to work even matter?

Listening to your workforce allows you as leaders to identify and hone in on problem areas in real time. But, remember, its not just your employees or candidates reading Glassdoor reviews. Its customers, partners and investors deciding on investments and even M&A.

And, how satisfied your employees are is a leading indicator on how successful your company will be. And others know this. This is why were seeing Glassdoor data show up in sell-side research, financial models, 10Qs, and more.

Company satisfaction is associated with better company financial performance and performance in the public markets.

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Resources Available

www.glassdoor.co.uk/employers/resources

Confidential and Proprietary Glassdoor, Inc. 2008-2015Questions?

Stephen Williamsstephen.williams@glassdoor.com

Confidential and Proprietary Glassdoor, Inc. 2008-2015

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