EVP - WorldatWork - Stern and Rollins HANDOUTValue Proposition Customer Experience EMPLOYEE Employee...

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EVP stateswhy the total

work experience is a superior fit than that of other

companies.

WHY SHOULD I JOIN?

WHY SHOULD I CARE?

WHY SHOULD I STAY?

TotalExperience

Employee Happiness/Engagement

BI WORLDWIDE 3

EVP states why the total

work experienceis a superior fit

than that of other companies

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EVP Process360O framework that starts with understanding gaps, designing positioning statements that fill those gaps, activating the plan across the employee life-cycle & measuring and sustaining it.

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UNDERSTAND

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DESIGN

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ACTIVATE

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Make every moment count.

Referral Day Am I happy here?

Achievement Day Am I valued

and appreciated?

Every Day Is this a place I’d like to stay?

First Day Did I make

the right choice?

Decision Day Can I see

myself here?

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DECISION DAY

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Is it the right person for the job?

• Hiring the wrong people sets you up for failure.

• Beyond having the right skills, are they a fit?

• Idiosyncratic fit with position• People• Organization and culture

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Personal Fit People Fit Organizational Fit

Decision Day

Intent to Stay

Time to Proficiency

Happiness

“As soon as I read the job description, I knew this

was the job for me.”

More likely to be committed

More likely to be happy



More likely to be committed

More likely to be proficient

9X

6X

3X

5X

9X

4X

“I am a perfect fit for the team I work with.”

“This organization is a place for people like me.”

47%

53%

35%

65%

37%

63%

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Hypothetical Work Force

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Work Forces Compared

25% looked for other jobs 15% looked for new jobs

25% of remaining are low fit 6% of remaining are low fit

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FIRST DAY

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Idaho Office WorkerBanking/Finance

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“Best part was meeting new [friends/co-workers] and learning

[new things]. Worst part was feeling completely lost and not doing things correctly at first.”

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Cayden

5“The best part was

the donuts. The worst part was that it was freezing.”

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What does successful onboarding look like?

HappinessTime to ProficiencyIntent to Stay

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The first day sets the tone.FIT

DECISION DAY FIRST DAY EVERY DAY

COMMITMENT

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First Day Sets the Tone

Could not have gone worse

Could not have gone better

Miserable

Excellent

Ove

rall

Exp

erie

nce

First Day

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29Great First DayBad First Day

Making a Great First Day

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ACHIEVEMENT DAY

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To help others feel recognized,

praise beats cash.Biggest Effect

Smallest Effect

Been Told “You Make a Difference”

Large Raise

Received Recognition

Non-Cash Award

Small Raise

Cash Award

3.0

3.6

3.1

3.53.2

3.43.2

3.43.2

3.33.3

3.3

Items right of the dotted line are NOTsignificant predicators of feeling recognized

SCORES ON Magnify their Success(1 = Lowest, 5 = Highest)

Experienced Recently

Not Experienced Recently

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Multiple opportunities for recognition creates widespread receipt.

12% 14%

31%

59%

Percent of Employee Receiving

12%23%

51%

73%Percent of Employees receiving at least one type of recognition increases with each addition

RECEIVED SERVICE ANNIVERSARY

AWARD IN PAST YEAR

MANAGER RECEIVED AWARD

IN PAST YEAR

NON-MANAGER RECEIVED AWARD

IN PAST YEAR

EMPLOYEE RECEIVED RECOGNITION IN

PAST MONTH

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Those who receive multiple types of recognition are happier, more engage, committed and intensely performing. 0.0

0.5

1.0

1.5

2.0

2.5

3.0

3.5

4.0

4.5

Happiness atWork

New Rules ofEngagement®

Score

Intent to Stay DiscretionaryEffort andInnovation

Received None

Received One

Received Two

Received Three

Those who receive multiple types of recognitionare happier, more engage, committed

and intensely performing.

Items received included:• Services

Anniversary• Award of

monetary value• Recognition (with

or without award)

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Recognition Preferences Profile

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Right Reward. Right Place. Right Time.Top Performer Recognition: Engages up to 10% of audience. Very public. Symbolic awards & experiences.

Contests: Focus on moving the middle – engage over 50% of audience. Tangible awards and travel experiences.

Recognition & Rewards: Engage over 80% of audience with long-term, peer-to-peer and manager recognition. Symbolic and tangible.

Variable / Incentive Compensation: Available to all team members, usually sales-focused.

Base Salary: Cash compensation that establishes minimum standards for all employees, private and long-term.

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REFERRAL DAY

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Referral Day Am I happy here?

How they’re feeling What they’re experiencing

Received training

Attended company celebration

Been told you make a difference

Received a large raise

Earned a non-cash award

No layoffs

Participated in leadership development

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QUESTIONS?

EVP - WorldatWork - Stern and Rollins HANDOUTValue Proposition Customer Experience EMPLOYEE Employee...

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