Employee Engagement: A Strategic Differentiator for Today's Workforce


Sean Conry

Sean Conry

Author Bio

Sean works with strategic HR professionals and Employee Engagement experts to build world-class Voice of the Employee programs. With a technology, research and innovation background, Sean’s focus is on how to transform HR data into meaningful insights and action.


Robin Erickson

Robin Erickson

Author Bio

Robin Erickson, Ph.D., directs Bersin by Deloitte’s Talent Acquisition, Engagement and Retention Research practice, where she draws on her most recent experiences focused on Talent Strategies consulting and research for Deloitte’s Human Capital practice. In addition to her Bersin by Deloitte publications, she led Deloitte’s global Talent 2020 longitudinal survey series and has authored two Deloitte Review publications. With more than 20 years in management consulting, Robin has broad experience in talent strategy, change management, retention improvement, workforce planning, organization design, mass career customization, diversity and inclusion, leadership alignment, culture assessment, workforce transition, project management, and facilitation. Robin holds a doctorate from Northwestern University in Organizational Communication and Change, a Master's degree in Communication from Northwestern University, a Master's degree in Theology from Northern Seminary, and a Bachelor of Arts degree from the University of Chicago. 

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Employee engagement is an increasingly important concern for many organizations -- and with good reason as improved engagement correlates with reduced turnover and improved business outcomes. In the past, companies generally measured employee engagement with an annual or biennial HR survey gauging employee attitudes and opinions toward their employer. Some organizations followed through with action plans and measurable change, while others did nothing in response to the data collected. Indeed, even for those who embed action planning into their process, a common complaint amongst frontline managers is that the data is not actionable or too outdated, or that the outcomes are not within their span of control to change.

In today's "always on" feedback environment, there is no single answer for either measuring or addressing employee engagement. No longer are annual surveys the only measurement tool available. In this webinar, Sean Conry, Senior Sales & Alliance Director, Confirmit, and Robin Erickson, Ph. D., Vice President, Talent Acquisition, Enagagement and Retention Research, Bersin by Deloitte, Deloitte Consulting, LLP, reviewed ways that employee engagement can be a strategic differentiator to attract, develop, and retain talent, and covered the following topics:

  • Business case for employee engagement
  • Bersin by Deloitte's three-stage employee engagement strategy
  • Overview of both established and emerging approaches to engagement measurement
  • Engagement measurement trends for different types of organizations
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