Recommended
Recommended
More Related Content
What's hot
What's hot (20)
Viewers also liked
Viewers also liked (19)
Similar to Is this the end of advertising as we know it?
Similar to Is this the end of advertising as we know it? (20)
Recently uploaded
Recently uploaded (20)
Is this the end of advertising as we know it?
- 1. Is this the end of advertising as we know it?
- 3. Three key boxes to tick Know where we are going Know where we are at. How to get there
- 4. Know where we’re going...
- 5. How to find out where you’re going..... A roadmap
- 6. An analysis of the following brands
- 8. Know where we’re at....
- 9. Employee engagement research Engagement drivers • Type of job • Brand name/equity • Relationship between employee and organisational vision/performance • Growth opportunities • Culture • Co-workers • Skills enhancement • Relationship with the boss/immediate manager
- 10. Employee engagement research Informal measures of engagement • Attendance at ‘all staff’ events such as Christmas parties & other social events • Attendance at all-staff meetings • Response rate to the annual employee survey • Visits/use of the organisations intranet • Sickness absence • Number of referrals • Turnover/retention
- 11. Let’s refresh ourselves on Employee Engagement Research • CLC Study from over 90,000 employees in 135 organisations • 10 imperatives identified to maximise performance and retention • Research correlates each driver to the % impact on performance and retention Improve Performance Improve Retention
- 13. 10 Imperatives. What works….. to improve performance 1. 2. Emphasize Employee Strengths 3. 4. Leverage Employee “Fit” 5. Provide Solutions to Day to Day Challenges
- 14. 10 Imperatives. What works….. to improve retention 6. 7. Connect Employees with the Organisation and its success 8. Instill a Performance Culture: Communication, Flexibility, and Innovation and Risk Taking 9. 10. Demonstrate a “Credible Commitment” to Employee Development
- 15. Real Signs you are getting it right • Employee Referrals • Employee testimonials • Employee retention
- 17. We know the answers….especially for graduates Communicate
- 18. How do Graduates like to communicate? Two way Expressive Visible Broad Networked Informal Ambient Mobile 24/7
- 19. The future of communication? • There has been a massive shift in the past twelve months • Companies are demanding tools that can help simplify communication channels, create great culture and foster innovation
- 21. Grad friendly Recognition • Fair • Frequent • Friends • Fluid and fast • Visible
- 22. At APHS from the poster to the people
- 23. Grad friendly innovation Old way New way
- 25. Lets recap……so we know EVP Know where we are going Engagement Know where we are at. Survey How to get there through improved Communication, Recognition, Innovation
- 26. Pulling it all together
- 27. Rackspacers
- 28. Real people you can talk to
- 29. Fitness Firsters
- 30. Fridoids
- 31. If your EVP was really true what would it be like?
- 32. Twitter: @grantmason Twitter: @TheFaceAus Blog: Yacktime Blog: thefaceaustralia.com.au/what’s news
Editor's Notes
- Type of job: The job should be challenging enough to motivate the employee and diverse enough to keep them interested.Brand name/equity: The employee should feel proud of being associated with the organisation. The external brand association needs to be aligned with and consistent with the internal.Relationship between employee and organisational vision/performance: The employee should know how they are contributing to the organisation’s goals and what part they play in the bigger picture. They need to feel acknowledged and recognised.Growth opportunities: The employee should have ample opportunities for career development and growth. This is key across younger generations.Culture: Employees need to feel as though they ‘fit’ and align with the organisation’s culture. Leadership, vision, values, communication and HR policies all impact culture.Co-workers: The nature and type of co-workers influences the employee engagement level. Co-workers also can also have a strong impact on the culture of the organisation.Skills enhancement: Employees should get ample on-the-job opportunities to develop their skill set. Again, a key across younger generations.Relationship with the boss/immediate manager: Employees should value and respect their relationship with their immediate ‘boss’.Exploring, measuring and evaluating these key engagement drivers will enable ACA to obtain an honest picture of how employees really feel about working there.
- Although many organisations conduct formal work to measure engagement there are also ‘informal’ measures that can help to build the engagement picture: