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

2. Topic Agenda Agenda Item Time (min) Introduction/Why the Topic? 52
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

3. TalentMap by the Numbers3
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

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

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

6. Convincing the Finance Guy/Lady: The Business Case

7. THE ENGAGEMENT MODEL Engaging Workplace Engaged Attitudes7
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……..

8. 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:

9. Convincing Scared Employees: Confidentiality and Security

10. PROTECTING CONFIDENTIALITY10
PROTECTING CONFIDENTIALITY
No data or reports will be provided unless there are at least 5 (or more) respondents.

11. 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

12. 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?

13. 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

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

15. Convincing Employees: We will ACT on the Survey

16. 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

17. 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%

18. 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

19. Convincing the CEO

20. 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”

21. 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!”

22. 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 , 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

23. Thank you! Questions and discussion
Monica Helgoth
VP Engagement – TalentMap West
, x515
Norm Baillie-David
SVP Engagement
, x504
FOR A COPY OF THE PPT OR RECORDING:
Louie Mosca
Director of Sales – TalentMap East
, x501