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2 Posts tagged with the engagement tag

 

 

Mark Bennett at Oracle and one of the contributors to the TalentedApps blog, recently published a great piece on employee engagement and how one organization, Zappos.com uses engagement to drive its business model.  How does Zappos test employee engagement, Mark writes


*Zappos offers new employees in their call center the pay that they are owed + $1000 to quit. Why? Zappos wants to really know if the employee is truly engaged and this provides a relatively inexpensive way to find out sooner rather than later. In addition, the $1000 option can be (and has been) adjusted as needed (it has grown from $100 to $500 to $1000). This offers a clear, tangible demonstration of the level (and value) of employee engagement (which is typically thought of as very intangible) and how it can be arrived at through measurements like this vs. relying solely on surveys, etc.*

This is a great story to share in your organization as a true test of engagement.  It is a small example, but a great one to think about and expand the horizons of how the business can truly understand the engagement of its talent today and how HR can "come to the table" with new, unique and transformative ideas around driving true business results.  Knowledge Infusion works daily with organizations around the world helping solve business issues that engagement is often a key leverage point.  There MUST be a way to measure engagement and do something about it, and Zappos has done just that.

 

In Mark's post, he also mentions how Zappos is using Web 2.0 technologies or Digital HR as we call it at Knowledge Infusion, to assist with employee engagement as well.  A very good read.

 

 

 

Thanks Mark for sharing this great example.

 

 

 

 

 

 

 

Another infusion of knowledge....

 

 

 

 

 

 

 

Link to Mark's post

 

 

1 Comments Permalink Tags: oracle, talentedapps, zappos, mark_bennett, employee_engagement, engagement

 

Investors in People (IIP) recently published an interesting piece of research that caught the eyes of Knowledge Infusion.  We continually build Talent Management strategies for organizations that look at how the existing talent is feeling within an organization, how the outside world views an organization from an "employer of choice" standpoint and how the existing workforce is driving true business results.

 

 

The IIP study revealed some interesting highlights such as:

 

 

 

  • De-motivation is highest within larger companies with 39% of people
               in organizations of 5,000 or more say that they are either not very or
               not at all motivated compared to 30% in organizations of between 50 and
               250 people.

  • 43% of those surveyed are considering taking action and leaving
               their job in the next 12 months, with those that have been in their job
               for one to two years most likely to want to do so (48%).

  • The top three de-motivating factors for employees were:
               unreasonable workload (18%), feeling underpaid (18%) and lack of clear
               career path (17%)

  • For those that have been in their role for one to two years, lack
               of a clear career path (24%) was the most de-motivating factor, greater
               than workload (17%) or pay (16%).

 

 

These figures were even lower (or more depressing) for the public sector.  Even though these figures are from the UK, look for them to be similar or even greater in the United States.

 

 

 

Take a look at your overall talent management approach and what you are doing to drive your workforce.  Are you letting them build their own career paths?  Are you letting your workforce collaborate with each other to stay engaged?

 

 

 

Some things to think about..Click below for a link to the IIP...

 

 

 

Another infusion of knowledge...

 

 

 

Investors In People

 

 

 

 

 

0 Comments Permalink Tags: talent_management, engagement, investors_in_people

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