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

2. 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

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. The Professional Growth Challenge

6. Professional Growth the Single Most Important Engagement Driver6
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

7. 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

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

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

11. The Traditional Career Path

12. 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.

13. 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

14. Four New Ways to Enhance Professional Growth

15. 4 Ways to Improve Professional Growth (and increase engagement and retention)
Career Management

16. 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

17. 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

18. 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.

19. 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

20. 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

21. 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, :00 MDT/
12:00 EDT

22. 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

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
Liz Felso-Hébert
Sr. Account Manager
, x505

24. Thank you! Questions and discussion
Norm Baillie-David, MBA, CMRP
SVP Engagement
, x504