INNOVATIVE APPROACHES FOR Managing professional growth Monthly Webinar Series INNOVATIVE APPROACHES FOR Managing professional growth June 23, 2016

Topic Agenda Agenda Item Time (min) Introduction (Sean) 2 The Professional Growth Challenge 10 Four New Ways to Enhance Professional Growth 15 Q&A 5 Liz Felso-Hébert Senior Account Manager Norm Baillie-David, MBA, CMRP 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

The Professional Growth Challenge

Professional Growth the Single Most Important Engagement Driver 6 Survey Dimension Relative Weight (Impact on Engagement) PROFESSIONAL GROWTH 17.3% INNOVATION 12.1% SENIOR LEADERSHIP TEAM 10.7% ORGANIZATIONAL VISION 10.6% TEAMWORK 10.4% IMMEDIATE EXEMPT SUPERVISOR 8.8% WORK ENVIRONMENT 6.3% CUSTOMER FOCUS 6.2% INFORMATION & COMMUNICATION 4.8% COMPENSATION 4.6% WORK/LIFE BALANCE 4.1% PERFORMANCE FEEDBACK 4.0% Employee Engagement Compensation Work Environment Performance Feedback Professional Growth Work/Life Balance Information and Communication Teamwork Inspire our People* Change Management* Quality and Safety* Innovation Client Focus Senior Leadership Organizational Vision Immediate Management

Typical Client Example: Professional Growth Data is rounded to the nearest whole number +/- Previous Year +/- TM Benchmark * Number indicates % Favourable score -3 -8 -2 -7 -9 -6 -12

The Challenge How do we provide ample professional growth opportunities in a small, flat, and/or low growth organization?

Not like this! Based on lifetime loyalty paradigm – creates inflexibility – and it’s gone anyway Demand exceeds supply Rewards risk-avoidance, not entrepreneurial behaviour.

The Traditional Career Path

12 The Lifelong Career Contract is (Long) Dead. We need a New Career Paradigm. Need to cut costs? Lay off employees Need new skills? Hire different employees High training costs? Hire from outside Etc.

The Result? “A winner-take all economy that may strike top management as fair, but generates widespread disillusionment among the rest of the workforce” Source: Tours of Duty: The New Employer-Employee Contract - Harvard Business Review, June 2013

Four New Ways to Enhance Professional Growth

4 Ways to Improve Professional Growth (and increase engagement and retention) Career Management

Career Management (vs. Performance Management) Looks at the past… Based on the employee’s current position and skills Focuses on Results & Competencies Provides feedback - strengths and weaknesses Addresses problems/gaps and identifies action plans for improvement Involves 2-way dialogue (Manager – Employee) Looks to the future…aspirational Focuses on engaging employees with their career goals for sustainable results Focuses on the employee’s unique strengths Helps employees identify and realize their career goals Empowers the employee to find solutions and answers to own his or her career Is a resource for collaboration and progress About understanding what the employee means and his or her chosen career path Creates a safe space for risk-taking Source: Knightsbridge

Encourage Network Development “Just as an individual’s power rises with the strength of his/her network, a company’s power rises with the strength of its employees’ networks” The Start Up of You – Reid Hoffman, Ben Casnocha, Chris Yeh CI IF then IWE

Tours of Duty Recognizes the old paradigm no longer applies. A Clear Business Alliance: “Win-win” A Two to Five Year renewable “contract”, in which: The organization gets an engaged employee who strives to produce tangible achievements for the organization, who can be an important advocate and resource The employee takes a significant step towards life-time employability as opposed to employment – encouraged and supported by the organization The Tour can be renewed if both parties agree – a recipe for further motivation and engagement Proven to boost both recruiting and retention. The employer encourages career development – without promising lifetime career growth.

Build an (Open) Alumni Network If after all that, what if they still leave? Try to change his/her mind. Congratulate him/her and welcome them to the company’s alumni network The Goal is not retaining employees – it’s lifelong affiliation Current Employee Benefits Networking Experience Corporate memory Alumni Benefits Networking Maintain contacts and friendships References On-going affiliation strengthens personal brand/reputation Organization Benefits Recruit former employees Revenue through client placement

Engage your Talented, Entrepreneurial Employees Recognize the step-ladder career paradigm is dead Help the employee build long-term employability Career management Networking Tours of Duty Alumni The engagement rewards outweigh the risk

Join Us Next Month for Part 2 The role of learning and development in engaging employees Best practices in learning and development Professional development initiatives and programs: Job crafting Job shadowing Secondments Corporate Training and Employee Engagement – Is training going the way of the Dodo? July 28, 2016 10:00 MDT/ 12:00 EDT

UPCOMING TALENTMAP LEARNING SESSIONS Event Format Topic/Location Date TalentMap Monthly Webinar Series Webinar Professional Growth and Employee Engagement: The Small (Medium, and even Large) Organization Challenge Part 2 July 28, 2016 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 Liz Felso-Hébert Sr. Account Manager lfelsohebert@talentmap.com 1-888-641-1113, x505

Thank you! Questions and discussion Norm Baillie-David, MBA, CMRP SVP Engagement nbaillie-david@talentmap.com 613-248-3417, x504