An engagement framework ensures you’re spending the right amount of time on the right people. Building it usually involves lots of strategy work to define your Theory of Change, audiences, and levels, plus finding the best technology track it all. Haven't yet embarked on this epic journey to being more effective organizers and fundraisers? You'd be amazed what you've already accomplished without ever having uttered the words "engagement pyramid". Let's uncover the maps you already have, clear away the mists of technical uncertainty, and help you lead the way to your hidden engagement pyramid. ​ ​BARBARA CHRISTENSEN, SENIOR PROJECT MANAGER at Percolator Consulting Linkedin: https://www.linkedin.com/in/gardengnome/ Barbara has spent 20 years on the digital side of a nonprofit—CRM wrangling; digital organizing, fundraising, and communications; and IT and user support (and often all of those jobs at once). Her favorite campaign win was turning out hundreds of happy commenters to dull wildlife commission meetings for months. At Percolator, she empowers clients to sync their technology to their mission and is practically giddy about engagement. She believes profoundly in goals over gadgets, loves smashing bugs of the technical persuasion, and will talk to you about bats and/or chickens for far too long if you let her.

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•Reducing the “emotional waste”
through individual + group coaching
•Co-developing strategies for happy
and engaged teams
•Coaching leaders to build beloved
organizational cultures
IN WORKPLACES

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Crystal Henrickson CPCC, ACC
Career + Leadership Coach
Co-Founder, Talent Collective
Hi,
I’m…
and seasoned remote worker

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Talent is scarce.
89% of Canadian employees are willing to
leave their current job for “the right offer.”
They are self-selecting work that allows them
autonomy, mobility and flexibility.
Source: Globe And Mail: Annual Salary Guide Report
https://www.theglobeandmail.com/report-on-business/small-business/talent/employers-who-dont-realize-the-job-market-has-
changed-are-in-for-a-nasty-surprise/article37681562/

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What’s a 2018 strategy
to attract tech-literate talent?
• Debunk the myths
• Provide some high level
action items to attract top talent

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Remote workers aren’t as invested.
They don’t work as hard when
no one is watching.
Source: HBR: https://hbr.org/2014/01/to-raise-productivity-let-more-employees-work-from-home
myth

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76% of 5,500 professionals feel there are
fewer distractions outside of offices.
Source: FlexJobs 2017 survey
https://www.flexjobs.com/blog/post/productive-working-remotely-top-companies-hiring/
Home working led to a 13% increase in
productivity, and higher work satisfaction.
Reality
Source: HBR: https://hbr.org/2014/01/to-raise-productivity-let-more-employees-work-from-home

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Create flexibility through some culture shifts that
reward high performance.
Ex. Relax traditional rules like 9-5;
Give people space to tend to personal life;
Organize around business results and watch
higher performers exceed results!
Action

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To work well, we need to be in the same room.
myth

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Most of us don’t have the same work “rhythms”
Flexibility makes individuals feel in control which
is vital for creativity, especially in knowledge
economies (like tech).
Reality
Source: Work Flexibility Fact Sheet
https://www.workflexibility.org/wp-content/uploads/1MFWF-Fact-Sheet-Business-Case-for-Work-Flexibility.pdf

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Develop inclusive communication rituals.
These fuel stronger alignment to goals,
recognize results and
foster social bonds.
Ex. Asynchronous #high5 or goals & gratitudes
Action

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It costs too much in time, money and other
resources to implement new systems and
behaviours.
myth

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Remote work saves time, money and energy for
both the employer and the employee.
2/3 of people want to work from home.
36% would choose it over a pay raise.
46% of companies that allow flexible work
say it has reduced attrition.
Reality
Source: WorkFlexibility.Org
https://www.workflexibility.org/the-business-case-how-work-flexibility-improves-recruiting-and-retention/

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Audit your workplace and seek out high
performing employees who are craving more
flexibility.
Pilot a remote program with them to grow your
culture towards attracting remote talent!
Action

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Ask yourself: What do you want to do to attract tech-
literate talent to your organization?
Take action: Schedule 1 of 10 complimentary workplace
communication consultations with me.
bit.ly/digitalnonprofit
Now what ?

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linkedin.com/in/crystalhenrickson/
crystal@talentcollective.co
talentcollective.co