In last week’s webinar, “Achieving Employee Success™ through executive buy-in,” Achievers’ COO/CFO David Brennan explained the importance of an employee engagement strategy, as well as best practices for achieving executive buy-in to initiate an Employee Success™ program. If there’s one thing we learned, it’s that data is king: your c-suite is focused on numbers, cutting costs, and increasing your company’s ROI. In order to get executive buy-in, show them concrete data that keeps the bottom-line in mind and uses real examples from your current workforce.
Here are five strategies to get your c-suite on board with an Employee Success Platform:
1. Show the c-suite how the workforce has changed—and why they must pay attention.
Today’s workforce is fundamentally different than the workforce of your execs’ past. Millennials make up more than a quarter of the workforce, and they’re demanding open communication hierarchies and work-life balance. Make an impression on your c-suite by gathering data about your workforce, including demographics, age ratios, geography, and more, and draw out the factors that stand to affect your company’s productivity—today and in the future.
2. Make engagement relevant by uncovering examples within your organization.
Because Employee Success is an intangible thing, it’s tough to show your exec team the impact engagement can have on your organization. Great leaders are 2.5 times as likely to have engaged employees—so parcel out your most engaged managers and gather their best practices. Show the c-suite the increases in productivity or business success those leaders have affected; they’ll want to spread the love to the rest of the company, too.
3. Outline how engagement and alignment drive shareholder value.
While your team’s top priority is your employees, your exec team is focused on driving shareholder value. According to the National Business Research Institute, between 40 and 80 percent of customer satisfaction is directly affected by employee attitudes. Make sure to show you c-suite how happy, engaged employees who are aligned to corporate values create happy, engaged customers—which economics tells us is good for business. They won’t be able to say no!
4. Tie Employee Success back to your organizational goals.
Your organization can’t rely on annual performance reviews to know what’s happening in the company daily (and research shows 58 percent of HR managers don’t even like their own review systems). Highlight for your executive team how an Employee Success Platform™ can provide actionable insight into your employee base—including productivity, desired behaviors, and Achievements—in real-time.
5. Drive change by recognizing your employees today.
Start the change yourself—initiate a culture of Employee Success by recognizing your employees today. When recognition is specific, timely, and meaningful to its recipient, those recognized behaviors are destined to be repeated. Educate your teams to make meaningful recognitions from the top-down, bottom-up, and side-to-side, and watch their productivity soar. Then, show your c-suite the change in results.
If you couldn’t join us for last week’s webinar, you may be missing out on affecting change in your organization and making your employees happier, more productive, and more inclined to stay longer. But don’t worry–we put a recording up on our site so you still have the chance to learn more about the changing workforce. Check out “Achieving Employee Success through executive buy-in” today.