Category Archives: Conferences

Employee Engagement Intelligence Briefing: 2017.06.19 – 2017.06.23

declassified - 1415 - top secret crossed outI’m Simpson…Gregory F Simpson, Agent In Engagement.  Below is the latest intelligence briefing on employee engagement. Follow @agtinengagement to stay current with the latest updates.

 

 

“These assets have been declassified and should be distributed to fellow “Agents” for review.”

 

 

SPOTLIGHT ARTICLE

How Managers Drive Results and Employee Engagement at the Same Time

Harvard Business Review: “To understand how some leaders are able to perform both capabilities well, we compared the results for the group in the top quartile of both skills to all other leaders in the data set. We analyzed 40 behaviors and performed a statistical test (t-test) contrasting both group’s results. By analyzing the items showing the most significant differences, we performed a factor analysis and identified six clustered groups. These appear to be the behaviors that enable that 13% of leaders to consistently use both sets of leadership skills. We labeled these clusters “behavioral bridges,” because the evidence suggests they enable leaders to simultaneously drive for results and practice good interpersonal skills. Obviously, these outcomes single out leaders as possessing six powerful skills that allow them to perform at a much higher level than those who lack these traits.”

 


 

 

5-Point Checklist for Effective Employee Onboarding

TinyPulse: “In this post, you’ll learn everything there is to know about onboarding, including: a) Why companies are struggling with onboarding; b) What employee onboarding is; (c) How onboarding and ROI are linked; (d) What the benefits of effective employee onboarding are; (e) How you can use a checklist to achieve better onboarding; (f) What you shouldn’t do during onboarding; (g) How some companies uniquely approach onboarding; (h) How socialization plays a big role in effective onboarding; (i) How mentors can help enact successful onboarding; and (j) How you can determine whether you’ve met your onboarding goals.”

 

 

3 Workplace Habits of Happy and Engaged Employees, According to Research

Inc.: “This soon to be released book by Harvard Business School reveals the secret to happiness at work.”

 

 

How to Kill Happiness at Work – Part 2

Globoforce: “At the end of the day, it doesn’t matter which values you say your company lives by if your people managers aren’t living and breathing those values and modeling them for their teams. Companies are beginning to realize this, which is why the new role of manager as coach is one of the top six megatrends changing the face of HR and business. There’s a real shift in focus from command and control to inspire and empower.”

 

 

This Week in Employee Engagement: June 23, 2017

Maritz Motivations Solutions: “The utter explosion of digital content presents countless opportunities for learning. Start here to narrow down your search each week in the often overwhelming landscape of employee engagement thought leadership!”

 

 

Engagement Weekly: A Cornucopia of Ideas

Allen Communication: “Learn about the latest in employee engagement within various industries. This week’s influential authors look at why employee engagement is helpful and why it’s a better motivator than fear. They also give a bunch of engagement ideas to managers looking to help out their teams.”

 

 

Why Millennials Quit: Understanding A New Workforce

Digitalist Magazine: “Unfortunately for the workforce, [Millennials are] also the generation most likely to quit. Let’s examine a new report that sheds some light on exactly why that is—and what you can do to keep millennial employees working for you longer.”

 

 

Why You Should Invest In Servant Leadership – An Interview With Marcel Schwantes

15Five: “Over the past several months, my eyes have been caught by informative articles on leadership and productivity from the same author. I found an Inc. column so valuable that I asked if I could interview the author for our blog. Fortunately, he agreed to answer several questions about leadership, employee engagement, and organizational health. Marcel Schwantes is principal and founder of Leadership From the Core, a leading provider of servant-leadership training and coaching designed to create healthy, engaged, and profitable work cultures. He is an entrepreneur, executive coach, speaker, columnist, and a servant-leadership evangelist.”

 

 

How to Make an Open Office Floor Plan Work

Gallup: “Based on Gallup’s recent State of the American Workplace report, here are three key concepts to keep in mind for any workplace plan”

 

 

4 Ways to Contain HR Costs Without Impacting the Employee Experience

Entrepreneur: “Let’s face it: The cost of creating positive employee experiences quickly builds up and is often overwhelming — especially for small businesses. But, with the right tools and resources, many companies are able to balance cost and employee experience.”

 

 

 

Fellow Agents, what are your thoughts on this intelligence? What do you have to add?  What other sources should be consulted? Make entries in the comments log below.

 

 

Let’s Engage! 

I’m Agent in Engagement Simpson…Gregory F Simpson.

Employee engagement is a critical mission. I hope I can count on your help! Subscribe to the RSS Feed to receive the latest intelligence/insights and/or register to make entries in the comments log.

Photo of Gregory F SimpsonYou can follow me @agtinengagement.
Email me at g…@a…t.com.
Connect via LinkedIn at LinkedIn.com/in/GregoryFSimpson.
Learn more about me at gregoryfsimpson.com.

 

P.S.  First contact? Welcome to the Agent In Engagement community. Explore and join fellow employee engagement operatives in targeting a known thief – alias: Disengagement. Together we can bring this thief to justice and make the world a better place for all companies and their employees

Other recent Agent in Engagement data/reports by Agent Gregory F Simpson:

 

 

 

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Filed under Book Reviews, Conferences, Employees, Infographic, Managers, Onboarding, Recruiting, Sr. Leadership

Career Path Analytics Conference Recap

Career Path Analytics Conference graphicFor the last 6 years, the Department of Technology Management and Innovation at NYU Tandon School of Engineering – Polytechnic Institute has hosted a conference on Human Capital Innovation in Technology & Analytics.  Each conference has focused on a different critical business issue, bringing thought leaders and experts who are on the cutting edge of human capital analytics and related technologies.1

 

The critical business issue addressed in this year’s conference was, “Career Path Analytics: New Ways in Identifying & Implementing Passages to Organizational Success.” “With intense competition for top talent, effective career paths can play a critical role in an organization’s achieving its human capital strategic goals.   In recognition of this importance, firms have begun to focus on innovative research, including human capital analytics, to better understand the dynamics of career paths and the interventions that can promote success.”2

 

You can learn more about this conference and access a recording of it (coming soon) at https://wp.nyu.edu/careerpathanalytics/

 

Below is a recap of the 5 conference presentations from Mercer, PepsiCo, IBM, and the NYU Tandon School of Engineering.

 

 

Mercer

Analytics to Uncover the Drivers of Success in Organizations
Dr. Brian Levine, Partner and Innovation Leader, Workforce Strategy & Analytics

Dr. Levin discussed Mercer’s proprietary Internal Labor Market (ILM) Analysis. “At a basic level, it examines the flow of people into, through, and out of an organization to answer fundamental questions about a firm’s workforce: who gets hired, who performs well, who advances and who stays.

 

At a more advanced level, ILM analysis provides critical insights into the operation of an organization’s management system, reflecting actual (versus perceived) practices and their consequences. It focuses on causal links between critical workforce events and behaviors over time, revealing which attributes and management practices account for workforce outcomes.”3

 

The information compiled in the ILM Analysis can be summarized in an ILM Map which provides a visual representation of the data.

Internal Labor Market (ILM) Map - Mercer

 

More information about Mercer’s ILM Analysis can be found at https://www.mercer.com/content/dam/mercer/attachments/global/Talent/workforce-strategy-and-analytics/mercer-internal-labor-market-analysis.PDF

 

 

 

PepsiCo

Understanding Critical Drivers of Careers: Perspectives and Behaviors
Jonathan Wang, OD Associate Manager, Workforce Planning & Analytics
Vanessa A. Jean, OD Senior Analyst, Enterprise Organization Development CoE, Culture & Engagement Team

PepsiCo built on Dr. Levine’s ILM discussion as they discussed a Career Strategic Insight Survey that was conducted in 2016.  This survey was a partnership between the Workforce Planning & Analytics team (mostly Ph.D.s) and the Enterprise Organizational Development Center of Excellence – Culture & Engagement (mostly Industrial & Organizational Psychologists). This collaboration allowed PepsiCo to consider that results from an analytical and people point of view.  “Practical implications, learnings from the project, and cross-team collaboration were discussed.”4

 

 

 

IBM

How Cognitive Computing is Helping Employees Shape Their Careers
Dr. Anshul Sheopuri, Director, People Analytics & Cognitive Offerings. IBM Distinguished Engineer

Dr. Sheopuri discussed IBM’s use cognitive computing.Cognitive computing is the simulation of human thought processes in a computerized model. Cognitive computing involves self-learning systems that use data mining, pattern recognition and natural language processing to mimic the way the human brain works. The goal of cognitive computing is to create automated IT systems that are capable of solving problems without requiring human assistance.”5

 

IBM uses artificial intelligence (AI) and machine learning (ML) as it relates to helping companies identify ways to better attract, engage, and retain employees/ groups of employees. Watson is its best-known product. Watson began as an IBM Research project which has evolved into the world’s first and most-advanced AI platform.6

 

 

 

IBM

Changing Skills and Training along the Career Path: Machine learning applications
Dr. Michael Peran, 
Executive Program Manager, Chief Analytics Office
Dr. Ben Zweig, 
Managing Strategy Consultant, Chief Analytics Office

In the second IBM presentation, Drs. Peran and Zweig presented their work on skills analysis and identification.  Job titles have different meanings depending on the company and job descriptions often fail to capture what is really necessary to succeed in the position.  By focusing on skills, companies can utilize a common language. IBM is using machine learning (ML) to identify in-demand skills as well as skills that have become generic. The goal is to identify which skills are going to be crucial in the future as well as help individuals understand where they fall in the lifecycle of a specific skill. This process will help companies and individuals better prepare for the future.  Specifically, if a skill is becoming generic in the marketplace, alternative adjacent skills are identified and thus, can be developed. These adjacent skills incorporate some of the knowledge of the prior skill. By keeping employees informed about upcoming and in-demand skills, employees can make better decisions about career paths and companies will be able to develop employees with the skills the company needs to continue to succeed.

 

 

 

NYU Tandon School of Engineering

Exploring Career Paths of Knowledge Workers:  SAP-Sponsored Analytic Agenda
Dr. Harold Kaufman, Professor of Management, NYU Tandon School of Engineering
Dr. Paul Squires, Research Scientist, NYU Tandon School of Engineering

This discussion focused on knowledge workers. A knowledge worker is “an employee whose job involves developing and using knowledge rather than producing goods or services”7

 

The preliminary results of the Drs. exploratory research into the career paths of successful knowledge workers were presented.  While just at the beginning stages of analyzing 6 years of biweekly data from a large financial institution, the goal is to learn how to better enable knowledge workers to make better career decisions and provide companies with strategies and tools for managing knowledge worker engagement and productivity.8

 

 

 

The conference concluded with a Panel Discussion Plus Q&A with All Presenters: Where We Are & Future Directions.

 

 

 

What are your thoughts on career path analytics? What are some other resources “Agents” should consult?

 

 

 

1 “Career Path Analytics Conference.” NYU Tandon School of Engineering. Department of Technology Management and Innovation at NYU Tandon School of Engineering, n.d. Web. 25 May 2017.
2 Ibid.
3 “Internal Labor Market Analysis® (ILM).” Mercer. Mercer LLC, n.d. Web. 25 May 2017.
 4 NYU Tandon School of Engineering – Polytechnic Institute. 6th Annual Conference on Human Capital Innovation in Technology & Analytics Career Path Analytics: New Ways in Identifying & Implementing Passages to Organizational Success. New York: NYU Tandon School of Engineering – Polytechnic Institute, 2017. Print.
5  “What is cognitive computing?” WhatIs.com. TechTarget, n.d. Web. 25 May 2017.
6 “AI and Cognitive Computing.” AI and Cognitive Computing – IBM Research. IBM, n.d. Web. 25 May 2017.
7 “Definition of “knowledge worker”.” Cambridge Dictionary. Cambridge University Press, n.d. Web. 25 May 2017.
8 NYU Tandon School of Engineering – Polytechnic Institute. 6th Annual Conference on Human Capital Innovation in Technology & Analytics Career Path Analytics: New Ways in Identifying & Implementing Passages to Organizational Success. New York: NYU Tandon School of Engineering – Polytechnic Institute, 2017. Print.

 

 

 

Let’s Engage! 

I’m Agent in Engagement Simpson…Gregory F Simpson.

Employee engagement is a critical mission. I hope I can count on your help! Subscribe to the RSS Feed to receive the latest intelligence/insights and/or register to make entries in the comments log.

Photo of Gregory F SimpsonYou can follow me @agtinengagement.
Email me at g…@a…t.com.
Connect via LinkedIn at LinkedIn.com/in/GregoryFSimpson.
Learn more about me at gregoryfsimpson.com.

 

P.S.  First contact? Welcome to the Agent In Engagement community. Explore and join fellow employee engagement operatives in targeting a known thief – alias: Disengagement. Together we can bring this thief to justice and make the world a better place for all companies and their employees.

Other recent Agent in Engagement data/reports by Agent Gregory F Simpson:

 

 

 

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Filed under Conferences, Employees, Managers, Sr. Leadership

2016: A Year In Review – Demonstrating Engagement Through an Infographic

Agent in Engagement Banner with 4 TargetsHow do you demonstrate your engagement? Engagement isn’t the sole responsibility of the company for which you work. You, as an individual, have a responsibility as well.

 

When I considered this, I came up with a plan to start tracking my professional and personal development activities outside of the workplace.

 

Measurement is the first step that leads to control and eventually to improvement. If you can’t measure something, you can’t understand it. If you can’t understand it, you can’t control it. If you can’t control it, you can’t improve it.

– H. James Harrington

 

 

After reviewing the information I collected, I decided to create an infographic or “a visual image such as a chart or diagram used to represent information or data.”1 The result was a means to illustrate the professional and personal development activities in which I engaged throughout the year. I began creating these annual infographics in 2013. If you are interested in doing the same, you can learn about the process I used by reading Continuing to Engage Through the Infographic.

 

Today, I’m releasing my fourth infographic: Gregory F Simpson – Agent In Engagement 2016: A Year In Review [Infographic]

Click here for the 2013 – 2016 infographics in pdf format:
Agent In Engagement 2013: A Year In Review [Infographic]
Agent In Engagement 2014: A Year In Review [Infographic]
Agent In Engagement 2015: A Year In Review [Infographic]
Agent In Engagement 2016: A Year In Review [Infographic]

 

What do think about my 2016 infographic? Given the number of activities and accomplishments I recorded, I was forced to prioritize the items to include. For example, I attended 40+ hours of webinars and 200+ hours of classes/lectures on professional development topics yet was not able to include that as a section given the limited space available.

 

Don’t wish it was easier, wish you were better. Don’t wish for less problems, wish for more skills. Don’t wish for less challenges, wish for more wisdom. The major value in life is not what you get. The major value in life is what you become. Success is not to be pursued; it is to be attracted by the person you become.

– Jim Rohn

 

I find this exercise very enlightening because it allows me to get an overview of how I spend my time. I can evaluate my success in achieving the goals I set for myself in 2016 as well as better focus on what I need to accomplish in 2017.

 

 

What do you think about using an infographic to tell your story? What do you do in terms of professional and personal development?

 

 

1 “infographic.” OxfordDictionaries.com. Oxford, 2014. Web. 26 Feb. 2014.

 

 

Let’s Engage! 

I’m Agent in Engagement Simpson…Gregory F Simpson.

Employee engagement is a critical mission. I hope I can count on your help! Subscribe to the RSS Feed to receive the latest intelligence/insights and/or register to make entries in the comments log.

Photo of Gregory F SimpsonYou can follow me @agtinengagement.
Email me at g…@a…t.com.
Connect via LinkedIn at LinkedIn.com/in/GregoryFSimpson.
Learn more about me at gregoryfsimpson.com.

 

P.S.  First contact? Welcome to the Agent In Engagement community. Explore and join fellow employee engagement operatives in targeting a known thief – alias: Disengagement. Together we can bring this thief to justice and make the world a better place for all companies and their employees.

Other recent Agent in Engagement data/reports by Agent Gregory F Simpson:

 

 

 

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Filed under Book Reviews, Conferences, Employees, Infographic, Managers, Sr. Leadership

Employee Engagement Intelligence Briefing: 2016.05.09 – 2016.05.13

DECLASSIFIED - Wikimedia Commons Employee EngagmentI’m Simpson…Gregory F Simpson, Agent In Engagement.  Below is the latest intelligence briefing on employee engagement. Follow @agtinengagement to stay current with the latest updates.

 

 

“These assets have been declassified and should be distributed to fellow “Agents” for review.”

 

 

SPOTLIGHT ARTICLE

Who Owns Employee Engagement: Managers or HR?

Tiny Pulse: “The case can be made that many different facets of an organization contribute to great employee engagement programs. Just because the HR department might “own” employee engagement, for example, doesn’t mean that managers can’t launch engagement initiatives of their own. On the other hand, just because a progressive manager may want to control the employee engagement program doesn’t mean that the HR department must be relegated to the sidelines.”

 


 

 

 

Employee Engagement Strategies That Work

Workable: “Here’s some employee engagement strategies that work for Limeade, The Hershey’s Company, Starbucks, General Mills, and Patagonia.”

 

 

 

Transparency is key to employee trust

Miami Herald:  “At any business, people are the No. 1 asset,” he says. “Everything comes down to communication with your people.”

 

 

 

Building Blocks: Job Resources and Demands [Video 11:30]

Coca-Cola Retailing Research Council: The fourth presentation [of the second phase of  the Coca-Cola Retailing Research Council North America NACS project on building a culture of engagement] on “making all necessary resources available to employees and shaping the demands managers place on workers.”

 

 

 

The Road to Loyalty Expo: I Want the Truth!

Martiz Motivation: “In weeks prior we’ve covered Inertia Loyalty and Mercenary Loyalty, so this week we’ll pick up where we left you last time with our third loyalty type, True Loyalty.”

 

 

 

Today’s Focus on Keeping Employees Engaged Spurs Surge of Innovation  

Bulldog Reporter: “New software and services that enable organizations to measure the mood of employees, manage peer-to-peer feedback and improve work highlight a surge of innovation focused on keeping employees engaged, according to new research from Bersin by Deloitte.”

 

 

 

Engagement Weekly: Creating Brand Ambassadors Through Engagement

Allen Communication: “Learn about the latest in employee engagement within various industries. This week’s influential authors look into the importance of “offboarding” programs, how leadership impacts employee morale and how management can give a sense of purpose to the job.”

 

 

 

Dr. Arnold Bakker on Employee Engagement and Work (Part 1)

Halogen Software: “Welcome to [the first of] a two-part interview with Arnold Bakker on employee engagement and work. I believe Dr. Bakker is one of the foremost researchers on work and engagement and has valuable insights to bring from academia to HR practitioners.”

 

 

 

How to Keep Engineers Happy, Engaged, and Motivated

Bonusly: “There aren’t too many major differences between what it takes to keep an engineer motivated and engaged and what it takes to do that for any other member of your team, but paying attention to the subtle differences can change the game.”

 

 

 

Social Age Talent Solutions Background and Framework Video (6:45)

YouTube: [Ignite Global]’s comprehensive framework for hiring, inspiring and leading top talent.

 

 

 

 

Fellow Agents, what are your thoughts on this intelligence? What do you have to add?  What other sources should be consulted? Make entries in the comments log below.

 

 

Let’s Engage!

I’m Agent in Engagement Simpson…Gregory F Simpson.

Employee engagement is a critical mission. I hope I can count on your help! Subscribe to the RSS Feed to receive the latest intelligence/insights and/or register to make entries in the comments log.

Photo of Gregory F SimpsonYou can follow me @agtinengagement.
Email me at g…@a…t.com.
Connect via LinkedIn at LinkedIn.com/in/GregoryFSimpson.
Learn more about me at gregoryfsimpson.com.

 

P.S.  First contact? Welcome to the Agent In Engagement community. Explore and join fellow employee engagement operatives in targeting a known thief – alias: Disengagement. Together we can bring this thief to justice and make the world a better place for all companies and their employees.

Other recent Agent in Engagement data/reports by Agent Gregory F Simpson:

 

 

 

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Filed under Conferences, Employees, Managers, Sr. Leadership, Videos

Glassdoor Employer Branding Summit Recap – Part 4 of 4

Employer Branding Summit 15

On Friday, September 25, 2015, Glassdoor hosted its second annual employer branding summit. For those unable to attend the event, Glassdoor offered a live stream which was recorded. Videos of the presentations are available on YouTube and the presentation materials have been posted on SlideShare. Below is a recap of presentations 10 – 12. This post will conclude the summit recap.

 

Glassdoor for Employers YouTube main link
Glassdoor for Employers SlideShare main link
Twitter hashtag: #GDSummit

 

 

The State of Employer Branding

Moderator: Louis Vong, VP of Digital Strategy, TMP Worldwide
Analysts: William Tincup, Principal Analyst of KeyInterval Research; Madeline Laurano, Chief Research Officer, Aptitude Research Partners; and Josh Bersin, Principal and Founder, Bersin by Deloitte
(Video – 56:05)

 

 

Q: Companies in the news: Amazon (New York Times (NYT) Article), Netflix (Maternal leave expansion), HP (dress code). Does controversy and being in the news affect the employer brand?

Other examples include Volkswagon (emissions) and Starbucks (tuition).

Josh Bersin (JB): You shouldn’t judge the stories unless you really know what is going on. Use Glassdoor to see their rating and to read the commentary. People self-select to work at any given company.

Madeline Laurano (ML): We tend to hear more about companies that talk and not enough of companies that are listeners – those realizing that they need to make changes.

William Tincup (WT): Brands must be consistent.

 

 

Q: Was the NYT article helpful to Amazon?

WT: Amazon article was good for their brand. They probably got a boost in sales and probably garnered more positive comments on Glassdoor.

ML: Wished that Amazon leadership had owned their culture instead of trying to pretend it is something it is not.

JB: The best part of the NYT article was that it allows an opportunity for HR Leaders to have a conversation with their CEOs about culture.

 

 

Q: Is dress code important as a brand and a culture?

JB: If look at the Net Promoter Score on Glassdoor and correlate the other questions against it, the highest correlation is with leadership. Management is second and third is career development.  At the bottom is work environment and compensation & benefits.

WT: We all adhere to some social mores. Self-selection involved.

JB: Covering – not bring whole self to work/hiding who you are is a significant issue in the area of  Diversity and Inclusion but dress code is minor.

 

 

Q: Consumer Brand and Employer Brand importance?  Example: GE consumer advertising is really recruitment advertising.

ML: Companies tend to have a siloed approach to both types of brand.

JB: The relationship is backwards. To be a great business you have to have a business strategy, a product, and an employee strategy that appeals to customers. Management should focus on improving employee engagement and that will boost their employer brand.

WT: Everything you do in the company is brand. All sub-brands within the company (employer, consumer, etc.) must be congruent.

 

 

Q: Best Places to Work: Are all the perks important?

WT: Best Places to Work/ Great Places to Work are a sham. It’s an award that can be won but can backfire if you don’t back it up.

JB: Most data shows real retention and engagement is driven by career opportunities, respect, recognition, empowerment – all within management’s control. Most companies are reengineering how people are managed because they recognize the importance of engaged employees.

 

 

Q: Should employer branding appeal to all five senses like consumer brands do?

JB: HR needs to apply design thinking. They need to understand the experiences people have throughout the lifecycle.

WT: The hardest thing is there are no best practices. It must be personalized to your company, employees, and customers. Your arm is the industry; your fingers are companies; and the fingerprint on your index finger is your employer brand. It’s unique.

JB: HR needs to be more innovative and creative. Test and iterate.

WT: Failure is a given so companies must give things the latitude to fail.

ML: Crowdsourcing (getting input from many) is important.

 

 

Q: Should we create employer brands specific to certain departments or audiences? Is it OK for them to be different?

JB: Different parts of company can have different cultures and styles. That’s OK.

WT: Is there a culture or cultures. He believes there are cultures. Need to make it hard for bad managers to exist – would like for Glassdoor to dive deeper into who can be rated.

 

 

Q: Is your manager still the number one reason people leave a company?

JB: No, it is one of the factors but not the top reason. Today, managers are more removed from their people. Openness of feedback will help managers improve.

ML: Awareness of how you are perceived as a manager is important. Managers also need tools on how to better develop, encourage, and recognize their employees.

 

 

Q:  How do you measure your employer brand?

WT: You know things are working well when it is easy to recruit.

JB: When candidates come to you because they understand who you are and have specific reasons about why they want to work for you, it means you are getting the message out there.  Suggestion: ask candidates why applied to your company versus a competitor, you’ll know how well they understand your message.

 

 

Q: Can companies be too open/too transparent?

WT: No one is 100% authentic. No can tell you everything that is going on in someone’s mind and wouldn’t want them too either. You can be close but never 100%.

JB: Transparency is wonderful and inevitable. Need to be careful: 1) Don’t say anything online that wouldn’t say to a person. 2) Confidential information can be released. 3) Be aware of sexual harassment and other legal issues.  Anonymous transparency needs rules.

WT: Not rules but values.

ML: Certain industries where there have to be rules.

 

 

Q: Given the effort put into content marketing, are we targeting the right people, i.e. those that follow your careers site on social media?

ML: Can’t put all your eggs in one basket. Have to target different audiences using different tools.

JB: Like marketing, your campaigns will change over time.  Not just about numbers but the groups you are trying to target.

WT: “Talking to” is not the point. It’s the interaction that people desire.

 

 

Audience Questions

Q: Thoughts on the Google salary publishing story.

WT: Compensation is emotional. Values discrepancies (what is the culture?) or compression issues (pay inequity due to environment when hired) newer people more than tenured hires because of economic turnaround (hard to manage)

JB: Consider the company that decided to raise their minimum salary to 70K – no one was happy.

ML: Equal versus equitable. Organizations need to think about how they handle sensitive information.

 

 

Q: How does having different internal cultures play out for a company?

JB: For large corporations, it is a common problem as companies try to improve communication, talent sharing, etc. across divisions, geographies, etc.  Leaders have to be interconnected and force those interactions to happen at the lowest levels.

WT: As long as there is elasticity around company values, sub-cultures are OK.

 

 

Q:  What are you seeing in terms of transparency with Diversity and Inclusion (D&I information? Pitfalls?

JB: Great that companies are publishing D&I information because shows people that it’s a difficult problem to solve. Data allows discussion. Companies have a disconnect between how well they think they are doing versus how they are actually doing. Data will help close that gap.

WT: Approach to D&I is a sham. Most focus only race.  Age, gender, geographical location, etc. are other considerations.

JB: Soon-to-be released two-year talent management study: highest performing companies focused on D&I.

 

 

Q: What is your take on Intel spending millions to attract women?

ML: Lots of companies trying to attract women. Intel is just more vocal about it.

JB: Gives Intel a lot of credit because it will ultimately help the economy.

WT: Doing it because they’ve realized they haven’t been as innovative over the years and that they are missing with customers and employees. Not doing for altruism. It will ultimately help them be a better, more innovative company.

ML: There is a Pixar exhibit now touring the country. The opening video is a branding video.  Women in leadership roles feature heavily in the individual exhibit videos.

 

 

Q: Two years from now, what will be the state of employer branding?

ML: Not enough investment in employer branding currently. Have examples of what is happing now and can build off of that.

WT: Conference and Live Stream attendees get it. HE hopes that in two years, 10K people will be attending this conference.

JB: Glassdoor will be 10X bigger. You’ll have Glassdoor inside your company and that will provide you with continuous feedback.

 

 


 

The Transparent Organization: 30 Tips in 30 Minutes

Rob Reid, CEO, Intacct; Celinda Appleby, Head of Global Recruitment Branding, Oracle; and Alison Hadden, Head of Brand Strategy, Glassdoor
(Video – 43:43) (SlideShare)

 

Rob Reid: 10 Transparent Leadership Strategies

  1. Begin from the inside out – Have a compelling mission
  2. Find the right people to join you – Do they have the right values/behaviors
  3. Create shared accountability – Mutually agreed upon objectives
  4. Be open to change – Improvement requires trying new things
  5. Establish a culture of open communication – People need to understand what is going on in an organization- positive and negative
  6. Create channels that empower employees to provide feedback – Measure everything to allow for meaningful conversations
  7. Don’t bury problems…bring them to light – Get all stakeholders involved in finding a solution/make an impact
  8. Attack processes, not people – Performance issues are caused by process issues
  9. Develop empathetic leaders – Leaders are constantly trying to understand how to be better
  10. Follow the Platinum Rule – “Do unto others as they would want to have done unto them.”  Don’t assume that what you want is what they want.

 

Celinda Appleby: 10 Employer Branding Tips

  1. Begin with a content strategy
  2. Build your brand on real employee stories
  3. Stop talking and start communicating
  4. Be authentic
  5. Leverage employee-generated content
  6. Equip your employees to be brand advocates
  7. Don’t be a brand narcissist
  8. Ask for feedback and be ready to adapt
  9. Be data-driven
  10. If you fail, try again

 

Alison Hadden: 10 Stats & Stories from the Field

This presentation provided statistics from various surveys and reports that focus on trust.

 

 


 

10 key takeaways we learned from Glassdoor’s Employer Branding Summit

(SlideShare)

 

This presentation provides statistics on the attendees, live streamers, and social media shares. Below are the 10 key takeaways. The presentation provides more context for each of them.

  1. Transparency
  2. Human
  3. Evolution
  4. Powerful
  5. Measurement
  6. CX
  7. Differentiation
  8. Authenticity
  9. Marketer
  10. Mirror

 

 


 

 

What are your thoughts on these presentations? What was your key takeaway from each presentation? Stay tuned for the final part of the series.

 

 

Let’s Engage!

I’m Agent in Engagement Simpson…Gregory F Simpson.

 Employee engagement is a critical mission. I hope I can count on your help! Subscribe to the RSS Feed to receive the latest intelligence/insights and/or register to make entries in the comments log.

Photo of Gregory F SimpsonYou can follow me @agtinengagement.
Email me at g…@a…t.com.
Connect via LinkedIn at LinkedIn.com/in/GregoryFSimpson.
Learn more about me at gregoryfsimpson.com.

 

 

P.S.  First contact? Welcome to the Agent In Engagement community. Explore and join fellow employee engagement operatives in targeting a known thief – alias: Disengagement. Together we can bring this thief to justice and make the world a better place for all companies and their employees.

Other recent Agent in Engagement data/reports by Agent Gregory F Simpson:

 

 

 

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Glassdoor Employer Branding Summit Recap – Part 3 of 4

Employer Branding Summit 15

On Friday, September 25, 2015, Glassdoor hosted its second annual employer branding summit. For those unable to attend the event, Glassdoor offered a live stream which was recorded. Videos of the presentations are available on YouTube and the presentation materials have been posted on SlideShare. Below is a recap of presentations 7 – 9. Next week’s post will recap the final remaining presentations.

 

Glassdoor for Employers YouTube main link

Glassdoor for Employers SlideShare main link

Twitter hashtag: #GDSummit

 

 

 

Recruiter Branding: The Newest Element of Your Employer Branding Strategy

J.T. O’Donnell, Founder & CEO, Careerealism
(Video – 31:53) (SlideShare)

 

“Today’s job seekers want to connect with a person not a company.”

Job seekers no longer want to work for a company, they want to work with a company—partnership.

Job seekers are consumers, i.e. they mimic consumer behavior.  This means they research (81%) your company so they can make an informed decision. A dedicated careers page and a basic Glassdoor profile are expected to be seen as legitimate.

A recruiter bridges the gap between an employer brand which represents the company / leadership viewpoint about what it is like to work for the company and the talent brand which is what your employees say it is like to work for your company.  Need to be consistent between the two. The solution lies with the recruiter brand since they are part of both worlds.

What are the expectations of a recruiter brand:

  • People want proof of recruiter experience
  • Be authentic and transparent
  • Create the opportunity for a personal relationship, i.e., make it easy for people to find commonality.

 

94% [of job seekers] would find it helpful to have a Recruiter Directory. Careerealism just released the first recruiter directory.  All company information in one place.  Includes information for job candidates and recruiter’s perspective sections.

 

Lars Schmidt stepped in to open a Q&A session with J.T. O’Donnell. He encouraged the use of signature lines in emails. They should provide links to your Twitter accounts, etc.  When roles are posted, the names of the responsible recruiters should be included. Make it easy to connect and interact.

 

Q: How do you balance the time between candidates you want to pursue and those you do not?

A: Build and auto generated form for anyone that reaches out to you. Manage expectations. Give candidates a framework for what is happening. Refer them to Glassdoor, Twitter, etc. Give some careers resources and close loop on rejection. Hootsuite posted their process templates to HROS.co – download for free.

 

Q: Mr. Schmidt flipped the discussion and asked attendees to share their company’s practices.

A: To better engage creative types, a recruiter created an interactive, visual job description and a collateral piece that is sent to candidates.

A: For onsite interviews, candidates are given a free docu-sign account in confirmation email regardless of whether hired or not.

A: A company created 5 videos of actual employees in a certain role explaining that role and then sends them out to candidates so they can get a feel for role responsibilities, personalities, etc. Added benefit is that they may actually see those people when they visit the office.  Also created a fun video that is sent to candidate upon completing the application process online to let them know that their application was received and that someone will get back to them.

 

Automated response emails are the most valuable for setting expectations according to Mr. Schmidt.  Add FAQs, tell them what happens in the process, timeline, etc.  JT O’Donnell added that 44% of candidates will not apply to a company again if they received no response to their previous application. They assume the company isn’t interested.

Not many companies have Service Level Agreements (SLAs) in place for responding to candidate applications.

 

Summary

Recruiter branding is relatively new. As you go forward, you’ll need to figure out what are the most important and impactful things you can do and then prioritize them. Ultimately, you want to find a way to respond to every candidate that applies.

 

 


 

 

The Employer Brand Action Plan For Those That Don’t Know Where to Start

Stacy Zapar, Principal & Founder, Tenfold Employer and Brand Strategist, Greenhouse
(Video – 30:21) (SlideShare)

 

“Sourcing is like fishing.”  “Employer branding is like casting a net.”

83% [of companies, HR execs] agree that an employer brand has a significant impact on the ability to hire great talent.

What if you don’t have a strong brand, if you don’t attract the right talent, or don’t have a clue about what your employer brand is? 50% of recruiters don’t understand their own employer brand.

You can build an employer brand by starting small and then build on your success.

An employer brand (a realistic story of what it’s like to really work at your company) is composed of four things:

  • Employee value proposition
  • Company culture
  • People (current, past, clients, etc.)
  • Candidate experience

 

Gameplan:

  • Research: good, bad, average. Locations, teams, offices all have different cultures.
  • Ask Questions: Employee surveys, focus groups, one-on-one talks, etc.
  • Social listening – People are talking about you online whether you are joining the conversation or not.
  • Identify core values/ develop an EVP
  • Establish the goals of an employer branding program  using internal and external data
  • Provide social training for employees
  • Build an employer brand roadmap and realize it will evolve over time
  • Take inventory of relevant content

The MEH

PR Awards

Marking/ corp blog

Earning announcements

Job postings

Corp social responsibly

Company benefits

The WOW

Work currently being done is the most popular content

Co Culture/ day in the life

Department/ employee blogs

Office environment/ cube life

Employee spotlights.

Unique perks and benefits

Candid photos/ iPhone videos

Company events

In the news

Asking questions

Career strategies

Humor/ memes

Relevant quotes

 

@PRSarahEvans: “Great content makes people want to share, care or swear.

 

Checklist:

  • What’s in a name? Everything.  Think like a marketer for blog name, projects, etc. What resonates with employees. It must be memorable and represent your brand
  • A unique and consistent hashtag
  • Establish pillars of content. On what subjects will you be focusing. Be sure to keep passive candidates in mind.
  • Develop a measurement plan
  • Develop a content curation strategy
  • Develop a community management plan – who runs/managers
  • Develop a content calendar
  • Set up a blog: tell employee stories
  • Establish an engaging careers page
  • Branded, innovative job postings that are mobile friendly and use video, pictures, etc.
  • Develop a Glassdoor strategy: Good content, Regular status updates, a Response strategy, and an  Engagement strategy to get people involved (candidates and employees)
  • Focus on candidate experience

 

 


 

 

 

Standing Out from the Crowd: What it takes to be different

Richard Mosley, VP Strategy, Universum
(Video – 27:30) (SlideShare)

 

Mr. Mosely is a former anthropologist. He noted that strong cultures and strong brands have a lot in common. For instance, they are sure of themselves – know what they stand for.

Consumer brands and employer brands are the same.  How stand out with what offering.

Mr. Mosely listed the Top 35 of the world’s most attractive employers 2105. These are good companies but they fail to stand out among the competition.

Many companies use same buzz words. In the banking sector, “a world of opportunity,” is on example. 20 companies use this same phrase. In the technology sector, “Innovation is in our DNA” is used by a lot companies.

Visually, most of these companies use the same mix of people to denote inclusion and diversity:  2 men, 2 women, an ethic mix…and sitting around a table and smiling.

Too many companies are positioning themselves the exact same way. “It’s not easy to be different”

Employment Brand is the foundation of all a company does.

 

Three ways to stand out:

Visual identity: Look different. You cannot limit this to your career page or job postings, you must be consistent across the company for the visual identity to successful.

Brand positioning: talk different

Mr. Mosely talked about 8 territories: status, purpose, teamwork, empowerment, learning, career, performance. Companies need to understand where they fit within each territory and determine what makes them unique in each.

Signature experiences: BE different

 

 

 


 

 

What are your thoughts on these presentations? What was your key takeaway from each presentation? Stay tuned for the final part of the series.

 

 

Let’s Engage!

I’m Agent in Engagement Simpson…Gregory F Simpson.

Employee engagement is a critical mission. I hope I can count on your help! Subscribe to the RSS Feed to receive the latest intelligence/insights and/or register to make entries in the comments log.

Photo of Gregory F SimpsonYou can follow me @agtinengagement.
Email me at g…@a…t.com.
Connect via LinkedIn at LinkedIn.com/in/GregoryFSimpson.
Learn more about me at gregoryfsimpson.com.

 

 

P.S.  First contact? Welcome to the Agent In Engagement community. Explore and join fellow employee engagement operatives in targeting a known thief – alias: Disengagement. Together we can bring this thief to justice and make the world a better place for all companies and their employees.

Other recent Agent in Engagement data/reports by Agent Gregory F Simpson:

 

 

 

Comments Off on Glassdoor Employer Branding Summit Recap – Part 3 of 4

Filed under Conferences, Employees, Managers, Programs, Recruiting, Sr. Leadership