2. 2
This evening
• Employee engagement
• Diagnostics and best practices
• Making it simple to innovate
• Good networking, good food, good
conversation
4. 4
Engaged companies
grow profits
3X faster
than their competitors
Highly engaged employees are
87% less likely
to leave the organization
A disengaged employee costs an
organization approximately
$3,400 for every
$10,000in annual salary
Why engagement
matters
10. 10
Source: Philips Work/Life Survey, 2013
79% of workers at the start of their
career are willing to take a pay cut for
a job that allows them to focus on
meaningful work
Let’s start by
talking about
purpose
12. 12
The 65-year-old supermarket industry is the last
place to look for radical ideas about work and
management. It’s a stumbling giant with
shrinking sales, razor-thin margins, and chronic
labor troubles. Supermarkets are about brawn
not brains — it’s a business where every penny
counts and double coupons qualify as a
profound strategic innovation.
Charles Fishman
Fast Company
15. 15
Whole Foods Health
Insurance Plan
Healthy Discount
Incentive Program
Total Health
Immersion
“Health care should not
be only about containing
costs — it should be
about helping people lead
healthy, vibrant, fulfilling
lives.”
John Mackey
Whole Foods
16. 16
Personal + professional enrichment
+ Healthy eating classes and cooking seminars
+ Green recycling classes
+ “Earn and learn” program
+ Specialized certifications: American Cheese
Society Certified Cheese Professional
+ Produce Warrior Academy
19. 19
37% of employees frequently
think about quitting their jobs
Source: Kelly Services, 2012
Let’s talk about
employer branding
20. 20
You have an employer brand whether
you’re trying or not.
Cameron Bitten,
Global Director, Marketing & Branding, American Express
21. 21
“We took the time to go into
the lab and lock the doors.
We looked at the data; what
did our employees prioritize?
What made us a great place
to work? Then we focused
on how we could parlay that
message into online
channels to make others
aware.”
Cameron Bitten,
Global Director, Marketing & Branding, American Express
23. 23
Expanding into new channels
+ Responsive
+ Access to 2.5+
million mobile
users
+ One of the 5%
24. 24
The results
Since website launch, the site has
tripled in traffic
Applicants have quadrupled
Life@Amex YouTube Channel attracted
100k+ views since launching in 2011
37. 37
44% of CEOs say developing an innovation
ecosystem which supports growth is a priority
for their organization
Let’s talk about
brand-led innovation
Source: PwC’s Global CEO Survey, 2014
38. 38
Mark Parker
President & CEO of NIKE, Inc.
Innovation is not about creating for its own
sake, it's about creating something better,
designing with a purpose. Running is the
heart and soul of Nike and it’s the
birthplace of a constant stream of new
innovations that will drive the company
forward.
43. 43
How can your
company make it
simple to innovate?
Let’s compare
your answers
to the quant data.
44. 44
Characteristics of companies where
it’s simple to innovate
My immediate superior
enables me to speak
my mind
It is easy to find the information
that I need and share it with others
at my workplace
I have a good
understanding of my
company’s purpose
I’m committed to my
company’s purpose
My workplace has
an open floor plan
I have a good
friend at work
Management has
an open door
policy
45. 45
The biggest differences between
‘simple to innovate’ and ‘complicated
to innovate’
My immediate superior
enables me to speak
my mind
It is easy to find the information
that I need and share it with others
at my workplace
People at my workplace
are rewarded for coming
up with new ideas
People at my company get
ahead based on how well
they do, not office politics
My workplace is
quick to adopt the
latest technology
My supervisor ensures
I have learning
opportunities
Management has
an open door
policy
50. 50
Employee engagement best practices
+ Model simplification and engagement behaviors
+ Make it human
+ CEO engagement
51. 51
Employee engagement best practices
+ Model simplification and engagement behaviors
+ Make it human
+ CEO engagement
+ Collaborate – especially marketing, HR and internal comms
52. 52
Employee engagement best practices
+ Model simplification and engagement behaviors
+ Make it human
+ CEO engagement
+ Collaborate – especially marketing, HR and internal comms
+ Prioritize – 20/80 rule
53. 53
Employee engagement best practices
+ Model simplification and engagement behaviors
+ Make it human
+ CEO engagement
+ Collaborate – especially marketing, HR and internal comms
+ Prioritize – 20/80 rule
+ Low hanging fruit: recruitment, on-boarding and recognition
54. 54
Employee engagement best practices
+ Model simplification and engagement behaviors
+ Make it human
+ CEO engagement
+ Collaborate – especially marketing, HR and internal comms
+ Prioritize – 20/80 rule
+ Low hanging fruit: recruitment, on-boarding and recognition
+ Make the future tangible – help employees see a brighter future
55. 55
Employee engagement best practices
+ Model simplification and engagement behaviors
+ Make it human
+ CEO engagement
+ Collaborate – especially marketing, HR and internal comms
+ Prioritize – 20/80 rule
+ Low hanging fruit: recruitment, on-boarding and recognition
+ Make the future tangible – help employees see a brighter future
+ Diagnose, analyze and measure results
58. 58
The EnGage methodology uses a segmentation matrix to
understand employees’ mindsets, both stated and proven
Spectators
Know what the company stands for but are
not strongly committed to it
Masters
Know what the company stands for and are
strongly committed to it
Disengaged
Have relatively low knowledge or
commitment to what the company stands
for
Apprentices
Are strongly committed employees but have
relatively low knowledge of what the company
stands for
58
Knowledgeable
Less Committed Committed
Less
Knowledgeable
59. 59
5 Daily Engagement Questions
+ What did I do today to improve communication
with my manager and peers?
+ What actions did I take today to learn and grow?
+ Whom did I thank today, and who recognized
me?
+ Was I mindful today of our company’s long-term
goals?
+ Today, how engaged was I at work?
60. 60
+ Are employees proud of your
“who” and your “why”?
+ Are you looking to recruit a new
generation of employees?
+ Do you have extensive employee
turnover?
+ Is there a disconnect between
your brand promise and what
customers experience?
+ Is your brand delivered by
franchises or third parties?
+ Is your success dependent on
new product and service ideas?
Diagnose how
brand can enhance
your engagement