Aligning Employee Insights with HR Priorities

2 Today Understand Insights from the Indiana Workforce Understanding Insights from Indiana SHRM Members Getting the Right Insights from Employees Six Essential Elements for Leveraging Employee Insights

3 Expert Advice THE HR CONSULTANT

4 Round One BUSINESS PROFILE AND AND FEEDBACK ANALYSIS

5 What We Mean by Loyalty ACCESSIBLE TRULY LOYAL HIGH RISK TRAPPED

6 ADDITIONAL FEEDBACK ANALYSIS Round Two

7 EMPLOYEE COMMENTS AND YOUR RECOMMENDATIONS Round Three

8 Expert Advice THE HR CONSULTANT

indianabusinesscouncil.com 2011 The Indiana Workforce A report about how Hoosiers feel about their jobs and their companies

10 Workforce Loyalty in Indiana ACCESSIBLE 9% TRULY LOYAL 64% HIGH RISK 16% TRAPPED 11%

11 Who’s Loyal? 0% 86% 67% 58% 40% Staff Supervisors Mid Mgt. Execs LOYAL EMPLOYEES 20%40%60%80%100%

12 Who’s Looking? Staff Supervisors Mid Mgt. Execs 0% 1% 14% 24% 29% HIGH RISK EMPLOYEES 10%20%30%

13 A Matter of Perspective CEO More Optimistic about Loyalty SUPERVISORS More Negative

14 What Workers Want SOUND ETHICS CARE AND CONCERN SENSE OF ACHIEVEMENT DRIVERS OF LOYALTY

15 Who’s Leaving? SAY TOP TALENT 73% leaving Indiana is a problem

Indiana Workforce Issues and Insights A report about how human resource professionals in Indiana feel about their jobs, their organizations, the current workforce, and the challenges that lie ahead.

17 How Loyal Are HR Professionals? ACCESSIBLE 9% TRULY LOYAL 60% HIGH RISK 20% TRAPPED 10%

18 How Do HR Professionals Feel About Their Employer? 85% HR PROFESSIONALS are proud of their organization 85% HR PROFESSIONALS are proud of their organization KEY AREAS OF IMPROVEMENT Communication Long Term Employee Development

19 Top Challenges for HR EMPLOYEE ENGAGEMENT EMPLOYEE ENGAGEMENT LEADERSHIP DEVELOPMENT LEADERSHIP DEVELOPMENT MANAGING CHANGE Human Resources

20 HR View of the Current Workforce 68% SAY TOP TALENT leaving Indiana is a problem 68% SAY TOP TALENT leaving Indiana is a problem 21% SAY EMPLOYEES out of school are prepared 21% SAY EMPLOYEES out of school are prepared

21 How Strategic is HR? 48% of Indiana employees feel HR is strategic 54% of CEOs feel HR is strategic 75% of HR feel HR is strategic

Gathering Intelligent Feedback

23 Why?

24 Goals UNDERSTAND YOUR RISK UNDERSTAND WORK FACTORS UNDERSTAND WHAT’S MOST IMPORTANT LET THEM SPEAK OUT

25 Goal 1: Understand Your Risk HOW LIKELY ARE YOU TO…? Extremely likely Very likely Somewhat likely Not very likely Not at all likely Be working at this organization two years from now PLEASE INDICATE THE LABEL THAT BEST DESCRIBES YOUR OPINION REGARDING THE FOLLOWING: Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree I feel this organization deserves my loyalty. I feel a strong personal attachment to this organization.

26 Goal 2: Understand Work Factors Fairness at work Care and concern for employees Trust in employees Work/Job resources Having a well-defined job Appreciation of employee ideas/contributions Creating feelings of accomplishment Communication about the organization Satisfaction with day-to-day activities Overall reputation of the organization Strongly AgreeAgree Neither Agree nor Disagree Disagree Strongly Disagree

27 Goal 3: Understand What’s Most Important Fairness at work Care and concern for employees Trust in employees Work/Job resources Having a well-defined job Appreciation of employee ideas/contributions Creating feelings of accomplishment Communication about the organization Satisfaction with day-to-day activities Overall reputation of the organization

28 Goal 4: Let Them Speak Out If you had to pick one or two things you would like to say more about, what would they be? In your own words, please tell us anything you would like to say.

29 What Else Do I Need to Know? Question: How Do I Get Employees to Take the Survey? Question: How Do I Conduct an Online Survey? Question: What Scale Do I Use? Question: I Should Collect Respondent Information, Right? Question: What Else do I Need to Know?

Six Essentials for Voice-of- the-Employee Strategies

31 COMMUNICATION

32 Which did your table choose? 1.Relevance and Alignment 2.Team and Resources 3.Information Gathering 4.Communication 5.Action 6.Validation

33 Creating a Roadmap IMPACT ON THE ORGANIZATION FEASIBILITY OF IMPLEMENTATION © 2011 Walker Information – proprietary and confidential HIGHLOW HIGH

Final Comments

35 Services for SHRM Members Voice-of-the-Employee Studies Collaborative Studies

36 Contact Information STEVE WALKER PATRICK GIBBONS CHRIS WOOLARD