measuring the connection between employee engagement as traditionally defined by hr and employee...
TRANSCRIPT
“To win in the marketplace, you must first win in the workplace.”
-Doug Conant, Campbell Soup, Former CEO
Consider…• “Best Companies to Work For” stocks
outperform peers by 2 to 3% per year
• Employees most committed to their organizations put in 57% more effort on the job — and are 87% less likely to resign — than employees who consider themselves disengaged
Employee engagement is the commitment to and passion for one’s work and role within a company
Engaged employees care about their work and are willing to apply discretionary effort towards meeting the company’s goals, and this leads to better business outcomes.
THE DISCONNECT
• Only 32% of U.S. employee and 13% of employees globally are engaged, according to Gallup.
• Only two in five employees express a strong intent to work for their current employer for at least another year.
• Other researchers have found that most people view work as barely better than being sick in bed when asked to rank a list of activities.
PILOT STUDY: GOALS
Understand how companies are currently measuring the impact of employee engagement in sustainability initiatives.
Develop and test a measurement tool/survey that will help companies demonstrate impact and return on investment of employee engagement initiatives.
Report survey findings, case studies, and best practice approaches to measuring the impact of employee engagement in sustainability.
KEY LESSONS FROM THE PILOT
• There is a positive relationship between sustainability engagement and employee engagement.
• We also found a positive relationship between sustainability engagement and traditional dimensions of employee engagement (alignment, pride, discretionary effort and advocacy). In other words, sustainability engagement positively impacts nearly all of the dimensions of traditional employee engagement.
• There is a positive relationship between employee engagement and employees incorporating sustainability practices into their personal lives or job activities. In other words, the dimensions of sustainability engagement that have the biggest impact on employee engagement are whether an employee can incorporate sustainability practices into their job and personal life. Job purposing matters!
CASE STUDIES
• Work within the existing business measures established by HR to measure sustainability and employee engagement.
• Create transformative sustainability engagement opportunities that offer opportunities for personal and professional development – these opportunities foster purpose and drive employee engagement.
• Demonstrate the value of sustainability engagement by linking measures of social impact to more traditional HR measures of employee engagement such as discretionary effort, retention and pride.
WANT TO LEARN MORE?
READ THE REPORT AND MEASURE YOUR COMPANY’S SEI
Find the report online: www.NEEFusa.org
Are you interested in participating in this survey on an annual or biannual basis?
Are there other companies who might want to participate?
Contact: • Sara: [email protected]• Krista: [email protected]
SUSTAINABILITY ENGAGEMENT AT GENENTECH
Katie Excoffier, Sustainability ManagerGenentech South San FranciscoNovember 2017
22
� Considered the founder of the biotech industry 40 years ago in South San Francisco
� We discover, develop, manufacture and commercialize medicines to treat patients with serious or life-threatening medical conditions
� Became a member of the Roche Group in March 2009
� Approximately 12,500 employees on our SSF campus
� 4000+ are members of our Green Team: “Green Genes”
Genentech Fast Facts
Employee Engagement through Green Genes
Mission:
• To increase our colleagues’ knowledge and awareness of sustainability
• To provide a forum to generate, exchange, and evaluate sustainability ideas to improve the environmental performance of Genentech's operations, our communities, and our homes
• And to have fun while leading by example in our industry.
4
• Each team leader manages gSite with news and announcements, links to resources, ways to get involved, and how to be greener at home
Google sites for each team
Website and Google Plus Community
Monthly Newsletter
• Each team gets a themed month.
• includes lunch & learn, pizza movie night, book club, and other events like volunteer activities, field trips, contests, or informational tables in the cafes
Themed Months
• Website provides info about Green Genes
• New G+ page provides for 2-way communications
• All Green Genes members get monthly newsletter with summary of upcoming activities and links to more info.
Employee Engagement through Green GenesOur communications tools
6
Water conservation awareness
Let our green buildings do the talking
• Distributed 12,000 KleanKanteens in 2008
• Attend new hire orientation every week to distribute branded travel mugs
• Gamification of disposable bottle reduction
• Short term and long term initiatives communicated on company intranet during the drought
• Signage in restrooms
• Signage on the lawns
• All employees invited to eco-fairs with games, prizes, educational opportunities, vendors… and beer
• Last big eco-fair was bike powered
Eco-Fairs Reusable bottles/mugs
Employee Engagement Beyond Green GenesHow we reach the rest of our employees
• Connect green building to Genentech’s mission of health
• Add signage around new Employee Center identifying sustainability and wellbeing features
99% agree
99% agree
Annual Green Genes Survey ResultsIt’s important to me to work for an environmentally responsible company
I am proud of Genentech’s commitment to environmental sustainability
Annual Green Genes Survey Results – Write-in answers
I love how active Green Genes is! I think Green Genes put on lots of great events to promote interest in and awareness of
sustainability.
I think the most valuable thing Green Genes does is increase knowledge and awareness of
sustainability, and I like that the organization does that in a number of different ways (monthly meetings with external speakers, movie nights, book club, special
events/competitions, gWiz articles). Individuals can then adapt whatever personal initiatives they want to after they
have increased awareness about the issues.
Consider getting sustainability ideas and concepts incorporated into the
GEOS survey
Green Genes is a catalyst for the mindset shift that will continue to keep Genentech a
great place to work for years to come.
NEEF Survey Results“…the dimensions of sustainability engagement that have the biggest impact on employee engagement are whether an employee can incorporate sustainability practices into their job and personal life.”
87% agreed or strongly agreed!
87% agreed or strongly agreed!
NEEF Survey Results – Write-in answers”Please share an anecdote or comment about your experience with Genentech's Green Genes program or your own personal sustainability practice.”
It's one of the reasons I like to work here! Through Green Genes' movie screenings, I learned about the
environmental impact of meat and dairy and therefore decided to eat a plant-based diet!
I installed solar panels at home and purchased an EV to commute to work. I feel great in doing so. Big
thanks to Green Genes for promoting the SunShares program!!
On my first day at Genentech, Green Genes gave me a green mug to use. Since then, I've used that mug at work every day and have been able to forego using one-time
use cups at the coffee machines. I believe small, every day actions performed by many
create lasting impacts.
Green Genes is one of the biggest reasons I am proud of my company. I consider sustainability (personal and environmental) the highest form of
preventative medicine and I try to employ it in every facet of my life.
DOES JOB PURPOSING TRULY DRIVE ENGAGEMENT?
NOVEMBER 14 2017
Bea Bocca landro , P res ident , Ve raWorks
@BeaBocca landro
WHICH SIGN WOULD YOU USE?
Your hand washing prevents you from catching diseases.
Your hand washing prevents
others from catching diseases.
Some parts of the
company wash hands. Not possible
in this washroom.
A B C
0%
46%
Personal benefit
Social benefit
PRE-POST INCREASE IN PERFORMANCE
Source: Adam M. Grant and David A. Hofmann, 2011.
• Motivated
• Hard working
• Healthy
• Happy
• Likely to have six-pack abs
ON PURPOSE, WE’RE MORE…
PER SCIENTIFIC STUDIES
• Motivated
• Hard working
• Healthy
• Happy
• Likely to have six-pack abs
• High (dopamine, oxytocin)
ON PURPOSE, WE’RE MORE…
PER SCIENTIFIC STUDIES
WHAT COMES FIRST? THE ENGAGEMENT OR THE CSR INVOLVEMENT?
Academic research suggests that CSR involvement drives engagement
WHAT COMES FIRST? THE ENGAGEMENT OR THE CSR INVOLVEMENT? (HPE DATA)
First-time participants in workplace social purpose
activities experience a 10% pre-post increase in engagement compared to the those who don’t
participate.
First-time participants in workplace social purpose activities have 7% higher engagement than those
who choose to not participate.
Source: Bea Boccalandro and HPE, 2016. Differences are statistically significant at 95% confidence level.
WHAT COMES FIRST? THE ENGAGEMENT OR THE CSR INVOLVEMENT?
CSR participation drives engagement
and
More engaged employees are more likely to participate in CSR
RANDOM ASIGNMENT PRE-POST CHANGE IN ENGAGEMENT (PRELIMINARY DATA FROM ONE COMPANY)
0 0 0 0 0 0
Control group
CSR-event participants
Source: Bea Boccalandro, 2017. Differences are not necessarily statistically significant at 95% confidence level. Preliminary data. Do not cite.
WHICH SIGN WOULD YOU USE?
Your hand washing prevents you from catching diseases.
Your hand washing prevents
others from catching diseases.
Some parts of the
company wash hands. Not possible
in this washroom.
A B C