Becoming a Best Place to Work: The Six Strategies That Every Great Employer Follows

BECOMING A BEST PLACE TO WORK

The Six Strategies That Every Great Employer Follows

SEPTEMBER 20, 2016

Speaker: Tana Thomson, SPHR, CCPModerator: Brandon Laws

Housekeeping• 45-minute presentation; 15-minute Q & A• Enter questions in the chat window for Q&A

portion• Slides & Recording Available 24-48 hours

after session• HRCI Credit pending for attendees. Email

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Meet your presenter, Tana Thomson.• VP of HR at Xenium HR• Currently leads Xenium’s HR

service team• SPHR & CCP certifications• 20+ years of HR experience,

with expertise in senior leadership, management of HR departments, compensation, culture development and delivery of leadership development programs

STRATEGY #1

Creating Your Employer Value Proposition

BECOMING A BEST PLACE TO WORK:Strategy #1 – Creating Your Employer Value Proposition


Employer Value Proposition• Identify why the total rewards experience is superior to

other organizations (e.g. comp., benefits, work-life, performance and recognition and training and development).• People practices that are unique, compelling and relevant to

your organization (team community service, workplace flexibility, peer recognition programs, career development)

• When an employer aligns with an employee’s personal values and they are in the right role employee loyalty grows.• Continue to reinforce and incorporate your employer

value proposition in your recruitment and retention programs


•How do I get started?• Select your project team• Start with a broad set of questions

• Who are we as a organization• What do we do• Why does it matter?• What workforce will we need?• Where do we compete for talent?

STRATEGY #2

Culture and Engagement

BECOMING A BEST PLACE TO WORK:Strategy #2 – Culture and Engagement

Building Culture – Key Focus Areas• Create a vision of what you are trying to

accomplish and what sorts of behaviors, attitudes and approaches are and are not valued by your organization.• Get buy-in from employee groups and opinion

leaders• Ensure senior leaders walk the talk• Hire as much for culture fit as skills and

experience


Why does engagement matter?• Recent Gallup survey - 50.6% of employees are

not engaged at work• Impact of disengaged employees

• Inefficiency, errors, absenteeism, negativity, lost clients, lower revenues and higher costs

• Higher team engagement drives higher customer loyalty and satisfaction


Link Between Feedback and Engagement• Employees are 2 times more likely to be

disengaged if they are ignored by their manager• 98% of employees will fail to engage if they

have little or no feedback• 14.9% lower turnover rates in companies that

implement regular employee feedback


Is your team engaged?• Visibility• Employee surveys•Manager training• Practice of timely feedback

STRATEGY #3

Workforce Planning

BECOMING A BEST PLACE TO WORK:Strategy #3 – Workforce Planning

• #1 Challenge facing CEO’s over the last three years is human capital• Workforce planning is the process that provides

strategic direction to talent management activities to ensure an organization has the right people at the right time, right place and right price.• Be proactive• Determine what you will need to build, buy or borrow


Succession Planning• Ongoing Talent Reviews (Willing/Able)• Make development equitable not identical• Get creative• Flexible work options• Talent and skill development pipeline


Invest in Manager and Leadership Development Programs•Mentor programs• Assessments• Coaching

STRATEGY #4

Total Rewards

TOTAL REWARDS STRATEGY

COMPENSATION

BENEFITS

WORK-LIFE

PERFORMANCE & RECOGNITION

DEVELOPMENT & CAREER OPPORTUNITIES

• Caring for dependents

• Supporting health and wellness

• Creating workplace flexibility

• Financial support programs

• Creative use of paid and unpaid time off

• Community involvement programs

• Culture change initiatives

Credit: World at Work

https://www.worldatwork.org/training/work-life/

BECOMING A BEST PLACE TO WORK:Strategy #4 – Total Rewards

• Pay and benefits is not enough• Total rewards encompasses

• Compensation• Benefits• Work-Life• Performance Management and Recognition• Development and Career Opportunities

• Identify your total rewards philosophy and strategy• Tie to your employer value proposition and

weave into your HR practices


Compensation• Fixed • Variable

• Commissions• Bonuses• Incentives • Profit and Performance Sharing• Equity

• Determine pay strategy relative to market


Benefits• Increase in costs and complexity• Employees with varying needs and priorities• Consider periodically surveying employee

population to see what benefits are valued most• Trend to wellness and consumer driven health

care• Look for creative benefits and perks that are

unique to your organization


Performance Management• 4 out of 5 employees don’t like their companies

PM process• How is performance management driving

organizational performance?• 97% of employers follow a traditional process• The workplace is one of the most feedback

deprived in modern life – Daniel Pink


Performance Management

1. Drive organizational performance2. Develop talent3. Reward for contributions


RecognitionEmployee engagement surveys indicate that employees don’t feel they are adequately rewarded for the work they do.


Strategic Recognition• Shift 1% of total payroll budget to recognition programs• Peer to peer recognition• Meaning, purpose and passion• Employee’s that are regularly recognized are

• 2 times more engaged• 35% more likely to say their culture is fun• 37% more likely to say that there company cares about them as

a person• Catch someone doing something right


Development• Do you have a formal

process to develop your high potentials and next leaders?• Is this part of your

performance management process?• Do employees know what

career pathing opportunities are available to them?

STRATEGY #5

HR Systems

BECOMING A BEST PLACE TO WORK:Strategy #5 – HR Systems

• Leverage HR technology for a competitive advantage• HRIS transforms HR function• More focus on strategic people needs• Integration in multiple areas, administration,

talent acquisition and performance management• Expansion of compliance and reporting

requirements• Manager and employee self-service

STRATEGY #6

Measuring the Success of your HR Function Through HR Analytics

BECOMING A BEST PLACE TO WORK:Strategy #6 – HR Analytics

• Improved decision-making and performance• Metrics key for goal alignment, driving performance and

hiring and retaining talent• Top metrics:

• Engagement• Cost per hire• Turnover• Time to fill• Tenure• Promotions• WC

• Use metrics to move your organization forward

Questions?

Use the Chat Function to Ask Tana a Question in the Gotomeeting Panel

Speaker Moderator

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General Email:[email protected]

Molly:[email protected]

Brandon: [email protected]

DisclaimerThese materials are only intended to provide general

information on the HR practices and legal principles that they cover,

and are not intended and should not beconstrued to provide legal advice. Xenium has attempted to

provide helpful information, but these materials do not address all of the HR considerations that might arise, nor do they

set forth all of the potential legal issues or applicable statutes, regulations, or case law that might be implicated.

Xenium does not assume responsibility for or liability for any reliance on the contents of these materials.

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on specific fact and legal issues, and when otherwise appropriate.

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Becoming a Best Place to Work: The Six Strategies That Every Great Employer Follows