Monthly Webinar Series Reassuring the Employee Engagement Skeptics: “Back Pocket” Answers to Respond and Address Concerns about Your Survey Initiative. April 28, 2016

Topic Agenda Agenda Item Time (min) Introduction/Why the Topic? 5 2 Agenda Item Time (min) Introduction/Why the Topic? 5 Convincing the Finance Guy/Lady: The Business Case 10 Convincing Scared Employees: Confidentiality and Security Convincing Employees: We will ACT on the Survey Convincing the CEO: It is worth the risk Q&A Louie Mosca Director of Sales - Eastern Region Norm Baillie-David SVP Engagement - TalentMap

TalentMap by the Numbers 3 TalentMap by the Numbers 15 years in business 7,000+ employee engagement surveys since inception 1,000,000+ employees surveyed 500+ employee engagement surveys annually Only 1 Focus

Technology & Engineering Not-for-Profit & Association Sample Clients & Benchmark 4 Award Programs Technology & Engineering Not-for-Profit & Association Health Sciences Financial Services Other

Why the Topic? I often get asked by HR executives for help in convincing their leadership teams to do a survey.

Convincing the Finance Guy/Lady: The Business Case

THE ENGAGEMENT MODEL Engaging Workplace Engaged Attitudes 7 Engaging Workplace Engaged Attitudes Engaged Behaviours Business Results Compensation Work Environment Performance Feedback Professional Growth Work/Life Balance Information & Communication Teamwork Innovation Service Excellence Immediate Management Senior Leadership Organizational Vision Proud Focused Optimistic Determined Resilient Flexible Committed Connected Motivated Inspired Emotionally Invested Goes the Extra Mile Persistent Helpful Collaborative “Can-do” Approach Takes Initiative Ambassador Operating Income Customer Experience/ Loyalty Shareholder Return Employee Retention Safety Incidents Patient Safety Productivity Lower absenteesim Higher Retention……..

In Fact…… Employee engagement affects nine performance outcomes. Compared with bottom-quartile units, top-quartile units have: 37% lower absenteeism 25% lower turnover (in high-turnover organizations) 65% lower turnover (in low-turnover organizations) 28% less shrinkage 48% fewer safety incidents 41% fewer patient safety incidents 41% fewer quality incidents (defects) 10% higher customer metrics 21% higher productivity 22% higher profitability Source: http://www.torbenrick.eu/blog/employee-engagement/infographic-what-is-the-business-case-for-employee-engagement/

Convincing Scared Employees: Confidentiality and Security

PROTECTING CONFIDENTIALITY 10 PROTECTING CONFIDENTIALITY No data or reports will be provided unless there are at least 5 (or more) respondents.

PROTECTING CONFIDENTIALTY Data resides on third-party server Inability to trace individual workstations (only organization IP address is traceable) Unique passwords are destroyed as soon as someone clicks ‘submit’ to complete the survey Proactive disclosure that verbatim comments, although anonymous, may be read by various groups so ensure comments do not reveal specific individuals or situations

WHAT ABOUT VERBATIM COMMENTS? To share or not to share? The prolific employee commenter – who’s responsible for anonymity? Does the “witch hunt” still exist?

The Trend Toward “Open Feedback” “The idea of anonymity is outdated and ultimately unproductive. In fact, the confidentiality can interfere with the accountability you’re looking to build on your team and lead to other unintended consequences….” Chris Cancialosi, Forbes Magazine, January 12, 2015

Other Questions PINs – can they trace me? Can they find me by my profile/demographic answers?

Convincing Employees: We will ACT on the Survey

TOP 5 REASONS FOR NOT RESPONDING TO AN ENGAGEMENT SURVEY 5. Poor engagement 4. Poor accessibility Poor communication 2. Confidentiality concerns 1. NO ACTION TAKEN SINCE THE LAST SURVEY

Action on the Previous Survey Guarantees Participation and Engagement Engagement among those who have noticed developments: 84% Engagement among others: 48% Engagement among favourable: 84% Among neutral and unfavourable: 48%

BEST PRACTICES TO ENSURE ACTION IS TAKEN Accountability for engagement owned by the Leadership Team (not HR) Publicly recognize improvements in engagement Hand ownership to and involve the employees: Employee Engagement Working Group Lay out the action planning process BEFORE the survey is deployed

Convincing the CEO

THE UNSPOKEN OBSTACLE: FEAR “What if the results are bad? “What if they don’t like me or the leadership team?” “Will we be able to improve?” “How will this make me look in front of the board”? Engagement Surveys: The Quintessential “Pandora’s Box”

ADDRESSING THE FEARS The Business Case: Appealing to the EQ: Appealing to ‘Left Brain’ often not enough Appealing to the EQ: Allows us to deal with issues beneath the service First step to improvement Allow the silent majority to speak Most leadership team’s reaction to survey results: “I’m surprised they’re not that bad!”

UPCOMING TALENTMAP LEARNING SESSIONS Event Format Topic/Location Date Conference Board of Canada Workshop Series Interactive Workshop Employee Engagement Practices, Drivers and Survey Design – Vancouver, BC May 17, 2016 Ontario Municipal Administrator’s Association Spring Workshop Nottawasaga Inn May 11 -13, 2016 TalentMap Monthly Webinar Series Webinar After the Employee Engagement Survey: Now What? Best Practices in Communicating Survey Results and Action Planning May 26, 2016, 12:00 – 1:00 p.m. EDT HR Executive Technology Conference Conference and Trade Show McCormick Place, Chicago IL October 4-7, 2016 People Analytics Summit Canada Conference Toronto, ON November 1, 2016 Canada’s Top Employer Summit Four Seasons Hotel, Toronto ON November 14, 2016

Thank you! Questions and discussion Monica Helgoth VP Engagement – TalentMap West mhelgoth@talentmap.com 1-888-641-1113, x515 Norm Baillie-David SVP Engagement nbaillie-david@talentmap.com 1-888-641-1113, x504 FOR A COPY OF THE PPT OR RECORDING: http://www.talentmap.com/webinar-past/ Louie Mosca Director of Sales – TalentMap East lmosca@talentmap.com 1-888-641-1113, x501