Category Archives: Social Media

Employee Engagement Intelligence Briefing: 2017.05.01 – 2017.05.05

Restricted Declassified stamp - pixgood.com Employee EngagementI’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

The Real Value Behind People Analytics

OfficeVibe: “HR departments are sitting on a treasure chest of data about their employees that they should start utilizing. Analytics can easily become overwhelming, especially if you’re not used to it, we’re here to help. In this post, you’ll see examples from companies using analytics to optimize their people processes, and simple tips for beginners to get started.”

 


 

 

Wall Street Just Exposed Why Employee Engagement Is Such A Joke In Some Companies

Forbes: “Wall Street just let it slip that they don’t think employees are worth very much. And if the ostensible owners of the company don’t value their workers, doesn’t it stand to reason that many executives won’t either?”

 

 

Why Do So Many Managers Avoid Giving Praise?

Harvard Business Review: “Our research suggests that colleagues place a great deal of emphasis on receiving positive feedback – and that it colors their relationship with one another even more than does negative feedback.”

 

 

10 Questions Great Bosses Regularly Ask Their People

Leading With Trust: “Great leaders ask great questions. Too often leaders think they are the smartest person in the room, so they are quick to offer advice, give direction, and share their perspectives on how things should be done. Most leaders do this instinctively, because after all, it’s the type of behavior that caused them to rise through the ranks. But when you become the boss, your role shifts from being the one to make things happen to empowering your team members to get the job done. You can’t do that if you’re always dominating the conversation. You need to draw out the best thinking and performance from your team members, and the way to do that is through asking great questions. If you’re not sure what questions to ask or where to start, give these a try.”

 

 

This Week in Employee Engagement: May 5, 2017

Maritz Motivation 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! What We’re Reading This Week.”

 

 

Engagement Weekly: What’s Most Important?

Allen Communication: “Learn about the latest in employee engagement within various industries. This week’s influential authors look the most important ideas involved in employee engagement. They’ll walk you through the various principles that should always be at the forefront of your mind when you’re engaging your staff.”

 

 

New Leaders Need More Than Onboarding

Harvard Business Review: “Many businesses think they are doing a good job of bringing newly hired executives like Jacobsen into the fold when they actually aren’t. Nearly all large companies are competent at the administrative basics of signing leaders up, but that level of onboarding does little to prevent the problems that can arise when these people start working with new colleagues and grappling with unfamiliar cultural norms and expectations. Companies vary widely when it comes to how much effort they put into integration, with major consequences in terms of time to performance, derailment (through termination or resignation), and talent retention.”

 

 

Only 22% Of Companies Are Getting Good Results From Their Employee Engagement Survey

Forbes: “It’s nice to conduct an employee engagement survey, but is your survey actually delivering the results you want? There’s new research that suggests most surveys are falling far short.”

 

 

GIFs, Gifts, and Games: 4 Ways Companies Welcome New Hires on Day 1

LinkedIn Talent Blog: “Clearly, what you do with new hires in the first few days and weeks impacts not how fast they acclimate and feel like they belong, but also whether or not they stay. Plus, companies that get onboarding right end up with higher employee engagement, better employee retention and have an easier time attracting the talent they want. And, it doesn’t have to be hard. The companies below have come up with fun and unique ways to welcome new employees…”

 

 

30 Emotional Intelligence Training Opportunities Hiding in Your Workday

Bonusly: “Whether an intern or CEO, everyone in their everyday work can improve their emotional intelligence to better manage, influence, and relate to others. And they play important roles in developing EI in others beyond the standard training session. We identified some emotional intelligence training opportunities you’re likely to find hiding in your everyday life at work. Although many of these strategies could be useful for any job function, we organized them into categories to make it quick and easy to find the strategies you’re looking for.”

 

 

 

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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In Haiku Poems, Like Employee Engagement, Shared Experience

In haiku poems,like employee engagement,shared experience.A recent Actionable Books1 email newsletter noted the one year anniversary of Michael Bungay Stanier’s The Coaching Habit: Say Less, Ask More & Change the Way You Lead Forever.2 To celebrate, Mr. Stanier launched a Coaching Haiku Contest3 (ends on March 24, 2017) where he asked his readers, “What would your coaching philosophy or advice
look like if it were a haiku?”4

What is a Haiku?

 “[It] is a three-line poem of seventeen syllables — written in a five-seven-five syllable count. It can be about a favourite question, piece of wisdom, insight into self, insight into others, process … anything you like.”5

 

 “The haiku is a type of poetry that is deceptively simple; it strips away the extraneous to get down to the beautiful, powerful essence of the message.”6

 

Employee Engagement Haikus

I decided to create some employee engagement haikus. Inspiration came from earlier posts where I identified the four areas that account for much of the disengagement.

Manager – Employee Relationship

When considering
employee engagement think
on relationships

 

To engage the heart
and mind of another is
a manager’s goal

 

Rewards and Recognition

Remember each day
the recognition you give
is never enough

 

Growth and Development

Employees want more
learning and development
opportunities

 

Opportunity for Advancement

Employees want to
continually advance
to higher levels

 

 

Want to create your own Haikus?

While you know that a haiku consists of three lines written in a 5 – 7 – 5 syllable count, you can find out more by visiting WikiHow’s Write a Haiku Poem.7  Another helpful resource might me How Many Syllables8, a website that will identify the number of syllables in a given word.

 

The Challenge!

From March 8, 2017 to March 15, 2017, there have been over 200 submissions to the Coaching Haiku Contest.You can play along with the #COACHINGHAIKU or create your own #EMPLOYEEENGAGEMENTHAIKU. Leave your employee engagement-related haiku(s) in the comment below or share it on social with the hashtag: #EmployeeEngagementHaiku

 

 

What would your employee engagement philosophy or advice look like if it were a haiku?  What are some other unique ways to convey your thoughts on employee engagement?

 

 

1 Actionable Books. Actionable, n.d. Web. 16 Mar. 2017.
2 Stanier, Michael Bungay. The Coaching habit. Toronto: Box of Crayons Press, 2016. Print.
3 Stanier, Michael Byngay. “Submit Your Great #CoachingHaiku.” Box of Crayons. Michael Byngay Stanier & BOX OF CRAYONS, 16 Feb. 2017. Web. 16 Mar. 2017.
4 Ibid.
5 Ibid.
6 Ibid.
7 “How to Write a Haiku Poem.” WikiHow. WikiHow, n.d. Web. 16 Mar. 2017.
8 “How Many Syllables.” How Many Syllables. How Many Syllables, n.d. Web. 16 Mar. 2017.
9 Stanier, Michael Bungay. “Submit Your Coaching Haiku.” Box of Crayons. Michael Bungay Stanier & Box of Crayons, n.d. Web. 16 Mar. 2017.

Disclosure of Material Connection: The links in the post above are “affiliate links.” This means if you click on the link and purchase the item, I will receive an affiliate commission. Regardless, I only reference products or services I use personally and believe will add value to my readers. I am disclosing this in accordance with the Federal Trade Commission’s 16 CFR, Part 255: “Guides Concerning the Use of Endorsements and Testimonials in Advertising.”

 

 

 

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 Employees, Managers, Social Media, Sr. Leadership

Employee Engagement Intelligence Briefing: 2017.02.13 – 2017.02.17

Declassified folder - Wikimedia CommonsI’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 to Recognize Quiet Leaders: Susan Cain Q+A (Part 1)

Globoforce: “To learn more about developing introverted leaders, we talked to the expert – author and WorkHuman speaker Susan Cain. In part one of our Q&A, we talk about what it means to be an introvert, the qualities that make introverts exceptional leaders, and the best ways to recognize and reward the introverts on your team.”

 


 

 

 

How to Hire the Right Person

New York Times: “Over the course of speaking with almost 500 leaders for my weekly “Corner Office” series, I’ve asked every one of them, “How do you hire?” Their answers are always insightful because after years of interviewing countless job candidates, they’ve learned the best approaches to help them get right to the core of who a candidate is and how he or she will work with a team. Learn the strategies these chief executives have developed through trial and error to help you go beyond the polished résumés, pre-screened references and scripted answers, to hire more creative and effective members for your team. And if you’re on the other side of the job hunt, you can gain insight on what your interviewer is really looking for in a candidate.”

 

 

 

Cost-Effective Strategies for Better Engaging Your Middle Market Employees: An Interview with Author and Employee Engagement Expert Francesca Gino

National Center for the Middle Market: “The NCMM spoke with Gino recently about cost-effective strategies middle market companies can use to better engage their workforce.  What follows is an edited transcript of our discussion. To hear the full conversation, you can listen to our “Expert Perspectives” podcast embedded at the end of this interview.”

 

 

Engagement Weekly: What Happened to Employee Engagement?

Allen Communication: “Learn about the latest in employee engagement within various industries. This week’s influential authors look at how employee engagement could be on the decline, and some ways in which we can stop that from happening.”

 

 

 

Four Telltale Signs Of A Disconnected Organization

Digitalist Magazine: “Most leaders appreciate the importance of leadership, culture, and engagement within their organizations. While they may not consciously think about the impact on individuals from a human perspective, managers sense these concepts are critical to healthy organizational performance. However, these three areas are often addressed individually, as if one doesn’t interact with the others. This leads to a disconnected organization.”

 

 

 

Simple Steps To Improving Employee Engagement

Get Hppy: “But how does one create a more engaged workforce? That is the, sometimes, million dollar question, and the very question we hope to answer for you.”

 

 

 

A Psychologist Finally Explains Why You Hate Teamwork So Much

Fast Company: “It’s partly your personality, and partly the role that you’re trying to shoehorn it into.”

 

 

 

Being Engaged at Work Is Not the Same as Being Productive

Harvard Business Review: “While many studies suggest that increased employee engagement leads to improved business results in aggregate, a deeper look at the data suggests that this may not always be true at an individual level.”

 

 

 

How to Help Recognition Stick with Collaborative Tools

Bonusly: “In this age of the empowered employee, it’s important for companies to create and nurture a culture of recognition that inspires employees to devote their time, skills, and brain power to help an organization succeed. It’s a two-way street where employees and leaders need to keep an open dialog around expected behaviors and results. That’s why many companies are turning to modern recognition platforms to adapt to this trend. But is it enough to simply implement and launch a platform without integrating it into the broader digital culture of the organization?”

 

 

 

‘People Analytics’ Can Save You From Costly H.R. Mistakes

Entrepreneur: “Here are five of those mistakes, just to start. Interested yet?”

 

 

 

 

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, Employees, Managers, Social Media

3 Ways to Learn the Latest About Employee Engagement

Logos for Google Alerts, Feedly, and NuzzelHow do you learn the latest about employee engagement? I used to spend hours searching the web for employee engagement information, articles, infographics, etc.  Now, I use my time more wisely. I employ technology to help identify relevant information so that I can spend my time learning from it.

For those of you who want to stay up-to-date with the latest in employee engagement, let me share how I use Google Alerts, Feedly, and Nuzzel to pull gather this information.

 

Google Alerts

What is a Google Alert?

“By creating a Google Alert, you can get email notifications any time Google finds new results on a topic that interests you.”1

How Do I Create a Google Alert?2

Hint: If you choose to receive a daily alert, create it early in the day. Google seems to use the time of creation as the trigger for when they send your daily alert.

  1. Visit Google Alerts: https://www.google.com/alerts
  2. In the search box that says, “Create an alert about…,” type in employee engagement. Google will offer you an “Alert preview” shows some of the content you can expect to receive.
  3. Before you enter your email address, click “Show options
  4. Choose “How often:” As it happens, At most once a day, or At most once a week. I opt to receive this alert daily.
  5. Choose “Your Sources.” I leave my setting at automatic so that I receive any content Google identifies.  You have the option to limit the searches to just the news, blogs, web, books, etc. or any combination.
  6. Select your “Language.” I receive my results in English.
  7. Determine the “Region” on which you want to focus. I selected any region, however, you can receive alerts specific to any country.
  8. The last drop down, let you decide “How many” results you receive. While I could receive “All results,” I set my alert to “Only the best results.”
  9. Enter the “Email” at which you want to have Google send the results of the alert you just created.
  10. Click “Create Alert.”

How Do I use Google Alerts?
When I have free time, I open my daily Google Alert and then selectively read the articles that most interest me.  I capture the articles I like and share them on this blog and on Twitter.

 

 

Feedly

What is Feedly?

“Feedly (stylized as feedly) is a news aggregator application for various web browsers and mobile devices running iOS and Android, also available as a cloud-based service. It compiles news feeds from a variety of online sources for the user to customize and share with others.”3

How Do I Set Up Feedly?

  1. Visit Feedly: https://feedly.com/i/welcome
  2. Before you can use Feedly, you’ll need to create an account. Click
  3. Feedly offers the option to create a Feedly login or to login using many popular programs like Google, Facebook, Twitter, Windows, Evernote, etc. I created a Feedly login.
  4. You will be prompted to “Discover and Follow.” Type employee engagement into the search bar and hit enter. You’ll notice that Feedly will offer suggestions as you type.  Ignore them for now.
  5. Begin to explore the sources that are displayed. For instance, Gallup is one of the sources that displays in my employee engagement search. Click on that source to see all of the content it offers. Feedly provides you with the number of people currently following that course and a general expectation of how often the source publishes content. For Gallup, it was 250 Followers / 1 story per week.
  6. After perusing the content, you can decide if you want to follow that source by clicking the “Follow” button in the top right of your screen.
  7. If this is the first source you are following, click on “New Collection.” I called my collection, employee engagement. Click “Create.” If you previously created a collection, you can click on it to add that source to it. When you follow a source, the button will change to “Following.”
  8. You can unfollow a source by clicking the “Following” button again. A menu will appear on the right-hand side of your screen. To unfollow, click the green checkmark.
  9. You can use the search bar to find a specific company (source) as well.
  10. Your sources will be displayed under the associated collection. You can have multiple collections.

How Do I Use Feedly?

I log in to Feedly at least once a week.  I have the option of selecting any collection and being able to see all of the content associated with it. That content is displayed with the most recent articles being at the top.  You can also select a specific source and see a date delineated list of their content beginning with the most recent.

 

 

Nuzzel

What is Nuzzel?

“ [Nuzzel] creates a news feed based on what your friends are reading and sharing in other social media and what their friends are sharing. The result is amazingly interesting: You get a feed of headlines that feel much closer and more relevant to what you’re interested in, because they’re being tweeted or shared by friends, family, and coworkers.”4 You can use that content to create a newsletter that can be shared.

Nuzzel is a cross between Google Alerts (emailed lists of content) and Feedly (what content is being generated by individuals and companies).

How Do I Set Up Nuzzel?

  1. Visit Nuzzel: http://nuzzel.com/
  2. Nuzzel (has two options for logging in: Twitter and Facebook. It uses these sites to determine the top articles those you follow on Twitter are sharing, commenting on, or favoriting.
  3. You will be asked to authorize the login app you selected so that Nuzzel can access your information, i.e., email address, those following, etc.
  4. Nuzzel will provide you with “News from Your Friends.” You can use the tabs to see, “News from Friends of Friends,” “News You May Have Missed,” or “Recently Read Stories.”
  5. To narrow the content, use the “Search Nuzzel” If you type employee engagement, Nuzzel will provide you with the tops employee engagement articles beginning with the most recent.
  6. Under “Settings,” you can make your Nuzzel feed private, set up a daily email digest, and connect to external services such as Slack, Instapaper, Pocket, and Buffer.

How Do I Use Nuzzel?

I have Nuzzel send me a daily digest of content. This provides me with the top articles my network is reading. Note: Some suggest that you create a separate Twitter account that follows only those in your topic area, i.e., employee engagement. This allows you to avoid receiving content outside of the topic area.  Nuzzel also allows me to directly follow the feeds of specific people, companies, or other Nuzzel feeds.

 

 

What are your thoughts on these 3 ways of learning the latest about employee engagement? What other ways can you share with fellow Agents?

 

 

1 “How Google Alerts Work.” Google Support. Google, n.d. Web. 06 Oct. 2016.
2 “Create an Alert.” Google Support. Google, n.d. Web. 06 Oct. 2016.
3 “Feedly.” Wikipedia. Wikimedia Foundation, n.d. Web. 06 Oct. 2016.
4 Edwards, Jim. “I Gave up Reading the News Because This Amazing New App Just Does It for Me.” Business Insider. Business Insider, Inc, 08 June 2015. Web. 06 Oct. 2016.

 

 

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 3 Ways to Learn the Latest About Employee Engagement

Filed under Employees, Managers, Social Media, Sr. Leadership

Glassdoor Employer Branding Summit Recap – Part 2 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 4 – 6. Future posts will recap the remaining presentations.

 

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

 

 

 

An Ecosystem Approach to Close More Passive Talent

Jennifer Johnston, Senior Director Marketing and Communications, Salesforce
(Video – 25:50) (SlideShare)

“In the war for talent, scarcity is the new reality.” “Power is continuing to shift to the candidate.”

Salesforce developed a recruiting ecosystem to focus on engaging and enabling everyone in the company to sell the EVP (employer value proposition) across the recruiting lifecycle.

The five steps of this approach were:

  1. Targeted Lead Generation

Define your audience and drive leads through referrals, advertising, and research.

Referrals: Programs created to get information to employees about the referral process / information on the company’s hiring needs. They will even help employees go through their contacts to determine potential referrals.

Advertising: Since their candidates are in a narrow market, they must target where they focus.  Use contests and games to attract / engage candidates.

Research: 8 referral leads vs. 154 non-referral leads to get a hire. Used data to disrupt the perceptions of hiring managers on what skills and traits are needed for certain roles. Developed a profile of the best candidate.

 

  1. Qualifying and Mapping

If do not meet profile, let them go nicely because there is a low probability they will be hired. No need to string them along.

If do meet the profile, they are put into nurturing activities if there are no current roles available. If a role is available, then they are fed right into the process.

 

  1. Prequalified Prospect Nurturing

Build relationships to move people from prospect to candidate using three key nurturing tactics.

Look at media coverage, corporate, and employee created content and package it into:

Snackables – tidbits that are sharable

eBlasts – Best of the best content is sent to potential candidates in an email. Marketing then collects data on who opened, links clicked, etc. to help better focus the conversation.

Events – Most popular is to piggy back on customer events. Invite prospects and then allow them to mingle with Salesforce employees. This allows for an assessment of fit on both sides. Goal is have candidates think of you when they are ready to make a move.

 

  1. Amazing Candidate Experience

Weakest link at Salesforce right now. Goal is to close more candidates by engaging hiring managers since they can better assess fit and sell the opportunity.

Three tactics:

EVP Certification – managers trained / coached to better communicate the EVP.

Competencies Interviewing – helps deepen the line of questioning in interviews.

Candidate Journey – how best communicate with candidate along their journey.

Pre-interview team briefings so prepared for the candidate

Send tips and closers on day of interview

Pre-emptive thank you to the candidate after the interview

Ask for the sale at offer

Offer personal congrats and welcome communication at signing

Keep candidate engaged prior to start date using a pre-boarding journey

 

  1. Engaging Employee Experience

Referrals are #1 source of hires at Salesforce

Culture – greatest asset so make sure everyone can speak about the culture.

Hire for fit, immerse quickly, and live the culture every day – inside and outside of the company.

 

How measure success?

Enthusiastic shares on social media, blogs, etc.

Fair reviews on sites such as Glassdoor

Regular employee referrals to maintain potential candidate pipeline


 

 

 

Using Glassdoor to Build Candidate Trust & Employee Engagement

Christopher Hannegan, EVP Employee Engagement, Edelman PR
Jennifer Newbill, Senior Manager of Global Talent, Dell
(Video – 30:24) (SlideShare)

Mr. Hannegan began by talking about today’s trust landscape. Edelman trustbarometer, the largest global study of trust. Focused on two bits of data in the study

“Company experts, “person like yourself” most trusted.”

Percentage of people considered credible when wanting information about a company:
67% – technical experts
63% – person like yourself
49% – employee
43% – CEO

Who is most trusted based on a specific topic?  Looked at engagement, integrity, products, purpose, and operations. Most compelling were in:

Engagement: Treat employees and customers well. Credibility – 41% employee to 21% CEO
Integrity: ethical business practices. Credibility – highest was 34% employee.

Opportunities:
How can we elevate and amplify the technical expert and employee voices?  Label your people as experts.
How do we build trust with our workforce as a starting point to build trust with customers and potential talent? Has to start internally.
How can a company keep engaging via Glassdoor and other sites throughout the talent lifecycle? Mine data from these sites to enhance employee engagement strategies.

Mr. Hannegan turned the presentation over to Jennifer Newbill. Ms. Newbill walked through a Dell case study.

Transparency is a core founding belief at Dell.
Certify employees to me social media advocates though Social Media and Communities University

A recruiter received feedback from a candidate about a negative experience.  The candidate said that 1) he was not interested in Dell; 2) he would not refer anyone; and 3) he would never be a customer. That jolted Dell to understand that candidates are customers. What’s worse, that candidate went on to a role in which he was responsible for $2 billion of technology procurement.

Candidate experience program was created that made specific commitments to candidates and those commitments were posted online to ensure accountability.

How (and why) Dell embraced Glassdoor – 6 steps:
Step 1 – Making the case (within our own recruiting team) – getting buy-in from the right people
Step 2 – Assessing our Glassdoor presence
Step 3 – Branding our page
Step 4 – Monitoring the sentiment and trends – review “Advice to Sr. Management”
Step 5 – Achieving buy-in from our Senior HR Executives
Step 6 – Roadshow – make Glassdoor part of the conversation within the company

Candidates as consumers:
Monitor and respond to reviews in a timely matter.
Educate stakeholders and team on an on-going basis.
Create a philosophy around soliciting reviews.


 

 

 

Employer Brand Strategies to Attract and Retain Millennials

Carolyn Eiseman, Enterprise Holdings
(Video – 20:11) (SlideShare)

Discussed Enterprise Holdings brands:

Global presence in 70 counties / 9000 retail locations
Privately held.
Decentralized operating structure – operating groups to manage clusters of retail locations.
200+ recruiters to hire for local operating groups.

Enterprise management training program  hires 8500 (millennials) each year. They are trained and developed to run branches and provide customer service.

Retail locations are the talent pipeline to senior leadership (promote from within). In an effort to show not tell, they added a ticker on their career site that provides a running count of the number of internal promotions each year. By the end of 2015, that count should be at 13K.

Engage where candidates are: Instagram, Twitter, and Glassdoor. Not only engaging with individuals but with their networks as well.

Strengths:
Strong employee referral program – incentives vary by operating group.  30-35% of hires come through referrals each year.
Why Care? Why Share? Approach. If employees care enough to share, then it’s important. Sometimes employee content can be repurposed / redeveloped for a corporate branding opportunity.
National internal meetings provide a broader focus than just the operating group with which they associate. They have the opportunity to meet and talk to senior leaders. For this last meeting, they created an app to encourage engagement prior to those meetings, during the meetings, and to keep in touch after the meetings. This became a good source of content for national promotions.

In 2015, they began to provide recruiters with content in order to be consistent in messaging. Over time, they’ve learned how to better engage potential candidates by posted certain types of information on specific channels, i.e. brand or local. For instance, career tips posts by recruiters yield 5-6X more engagement than the same post on from a brand channel.


 

 

 

 

What are your thoughts on these presentations? What was your key takeaway from each presentation? Stay tuned for part 3 of 4.

 

 

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 2 of 4

Filed under Conferences, Employees, Managers, Programs, Recruiting, Social Media, Sr. Leadership, Videos

Glassdoor Employer Branding Summit Recap – Part 1 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 the first three presentations. Future posts will recap the remaining presentations.

 

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

 

 

Welcome Address

Robert Hohman, CEO, Glassdoor
(video – 19:00) (SlideShare)

 

Robert Holman, CEO, Glassdoor kicked off the conference with a presentation on the importance of an employer brand. “Employer branding is more than a business or marketing decision, it’s a human decision.”

 

Your employer brand impacts both the company and its employees. According to the Edelman “trustbarometer,” 1/3 of all respondents say employees are their most trusted source of information about a company.

 

“Employer branding is critical as transparency is the new normal.” It determines whether employers want to work with you and if those outside of the organization, i.e., investors, partners, vendors, etc., want to do business with you. Trip Advisor, Yelp, Rotten Tomatoes, and Zillow are examples of how transparency is impacting businesses. Each of these sites provides rich feedback.

 

People want insight and are willing to share with others in order to get it in turn. People help other people make better decisions.

 

“Glassdoor delivers 2x better applicant quality compared to traditional job boards.” It takes half as many resumes to get to a hire because applicants can determine whether a particular company is a good fit for them.  And with 30 million unique users a month, Glassdoor is the fastest growing job site in the US.

 

“The human aspect of brand is impacting how effective you are at recruiting.”

 

With a strong employer brand, companies can actually pay less to get more productive people. The flip side is that you’ll pay a premium for people if you employer brand isn’t strong.


 

 

 

Keynote Presentation: Transparent Leadership

Spencer Rascoff, Zillow Group)
(Video – 29:35) (SlideShare)

 

One of the CEOs responsibilities is employer branding.

 

What does a CEO do?

According to Fred Wilson, Venture Capitalist, CEOs have 3 priorities:

  1. Set over all vision and strategy of the company and communicates it to all stakeholders.
  2. Recruit, hire, and retain the very best talent for the company.
  3. Make sure there is always enough cash in the bank.”

 

Zillow focuses on empowerment, accessibility, and honesty

 

Empowerment

  • Mission-driven. What do you stand for? Everyone at Zillow recites the mission at the beginning of every meeting.
  • Core Values: Zillow waited 3-4 years before they defined their core values and they are woven into all parts of the organization.
  • Common language: Established buyer personas. This provides a short cut in discussions where new features or products are debated.
  • Plays: The entire company rallies around a single focused effort for 6 months to 1 year. It becomes the overarching focus.
  • Hack Weeks to encourage innovation. Then follow through to incorporate the innovations and celebrate the contributions of the week.
  • Interaction: Removed all doors and sometimes chairs. No offices at Zillow.
  • Perks: Types of perks say a lot about a company. Always be aware of how perks are perceived.
  • Decision-making: To understand a company, you must consider how decisions are made and how resources get allocated. Zillow Group is a Consensus driven data meritocracy.

 

Accessibility

  • Being a Social CEO: listen, make sure people can find you and that you are where the conservations are happening. Use social to interact with employees and to engage investors.
  • Use events to position company as a leader.
  • Everything ties back to recruiting.

 

Honesty (Authenticity)

  • Hard to recreate another company’s culture: Share what the company is doing around its mission, vision, core values, etc.
  • Know yourself as a CEO and know when you need to change.
  • Use your bench: Focus on what you are great at and let others do what they are good at.

 

And that’s the “full formula to being a transparent CEO.”


 

 

 

CEO Fireside Chat

Spencer Rascoff, Zillow Group and Robert Hohman, CEO, Glassdoor
(Video – 31:29)

 

This segment featured a Q&A session with Spencer Rascoff and Robert Holman.

 

How do you use the feedback from Glassdoor? 

Zillow uses a person to triage the feedback and then that person sends the feedback to one of 5 executives who have the responsibility to respond.  This feedback process has to be a focus of the CEO. It takes humility to approach comments – especially negative ones. Acknowledge apologize and respond to negative feedback.

 

Tom Larkin research: People have been trained to consume online reviews. They classify online reviews into 3 categories: the crazies; personal stories don’t match their experience; and the  common thread.

 

Outside companies use Glassdoor information too because it gives window into the soul of the company. Investors, partners, vendors and recruiters are examples.

 

Setting realistic expectations is a key to preventing negative feedback.

You want to meet or exceed people’s expectations. The problems come when the expectations are not met.  At the 12:50 marks of the video, new hire employee expectations are discussed. Mr. Rascoff stated that a company’s mission and culture are only things that are important. Mr. Holman agreed. It seemed that they were dismissing the other aspects of employee engagement.

 

 

 

 

How use Glassdoor analytics to make case in favor of establishing an employer brand to senior leadership?

One measure is the volume of people researching their company.    Mr. Rascoff mentioned that if senior leadership believes that talent is important, they immediately jump directly to compensation as an assumed means of retention.  Autonomy, mastery, purpose, and mission are the most important to employees if they feel they are fairly compensated.

 

How handle CEO resistance to focusing on the employer brand?

If the CEO isn’t onboard, go to marketing as a workaround Do not go to finance because creating and employer brand costs money! Laugh. Employment and product brands are two strands of company DNA.

 

What advice do you have for companies that don’t want to respond to negative reviews?

You need to be part of the conversation. On Glassdoor, if someone posts a negative comment, the company gets to respond and that’s it. There is no back and forth to worry about.

 

Who owns employer branding?

For both Zillow and Glassdoor, HR and Marketing own employer branding. Employer branding cannot be siloed in HR.


 

 

What are your thoughts on these presentations? What was your key takeaway from each presentation? Stay tuned for part 2 of 4.

 

 

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 1 of 4

Filed under Conferences, Employees, Managers, Programs, Recruiting, Social Media, Sr. Leadership, Videos