Scaling vs culture: the employee engagement conundrum

March 2017

James MillerChief People Officer

Introductions

2

About me

3

Our journey

Our business

4

GBGIdentity Data Intelligence

• Data validation

• Enhancement

• ID Assurance

Registering identities

• Application fraud

• ID fraud

• Goods Lost In Transit (GLIT)

• Investigations

• Fraud bureaux

• Internal fraud

• Transactional behavioural analysis

• Monitoring interactions in real-time

• Keeping data up to date

• ID verification

• Document validation

• Credit risk management

• KYC compliance

• AML compliance

• Age verification

• Employee screening

• Online criminal record checks

• Driving licence checks

• Right to Work checking

Managingrisk

Building relationships

Fightingfraud

Locating people

Employing People

• Tracing lost people

• Investigating crime

• Debt management

• Open source intelligence

Our people

6

The challenge

7

The opportunity

8

Communication is key

9

Solving the problem

10

• Wider talent pools

• Direct savings of £300k in 6 months

• Glassdoor scores up

• Online learning

• Automated cascade of strategy / objectives

• 98% useage

• 50% share save participation

• Personalisation & Choice

• Consistency & Comms

• Social platforms & relevant comms

• Virtual (11) kick-offs

• Engagement scores

Solving the problem

11

• Wider talent pools

• Direct savings of £300k in 6 months

• Glassdoor scores up

• Online learning

• Automated cascade of strategy / objectives

• 98% useage

• 50% share save participation

• Personalisation & Choice

• Consistency & Comms

• Social platforms & relevant comms

• Virtual (11) kick-offs

• Engagement scores

be hired

12

Solving the problem

13

• Wider talent pools

• Direct savings of £300k in 6 months

• Glassdoor scores up

• Online learning

• Automated cascade of strategy / objectives

• 98% useage

• 50% share save participation

• Personalisation & Choice

• Consistency & Comms

• Social platforms & relevant comms

• Virtual (11) kick-offs

• Engagement scores

be developed

14

Solving the problem

15

• Wider talent pools

• Direct savings of £300k in 6 months

• Glassdoor scores up

• Online learning

• Automated cascade of strategy / objectives

• 98% useage

• 50% share save participation

• Personalisation & Choice

• Consistency & Comms

• Social platforms & relevant comms

• Virtual (11) kick-offs

• Engagement scores

be rewarded

16

be rewarded

17

be rewarded

18

Solving the problem

19

• Wider talent pools

• Direct savings of £300k in 6 months

• Glassdoor scores up

• Online learning

• Automated cascade of strategy / objectives

• 98% useage

• 50% share save participation

• Personalisation & Choice

• Consistency & Comms

• Social platforms & relevant comms

• Virtual (11) kick-offs

• Engagement scores

be connected

20

Helping our globally dispersed and highly diverse team to communicate and collaborate effectively

The results

21

• 55% headcount growth

• Integrated 2 acquisitions

• Restructured the business

• High levels of employee engagement in bi-annual surveys

• 89% of team members would recommend GBG to a friend

• Glassdoor score lifted from 1.7 to 4.2

Closing thoughts

22

Technology should be at the heart of your HR strategy

Choose and prioritise strategies based on ROI, not external recognition

Ensure everyone understands the journey, and constantly update on progress

Thank you

Q&A

23

Contact

Want to know more about our products, solutions and services? Sometimes there’s no substitute for a conversation. Get in touch. We’ll be glad to help...

James Miller

Chief People Officer

Presentation Title24

+00 (0) 0000 00000 Name.name@gbgplc.com