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UK HR Directors Summit 2018

Event Activities at UK HR Directors Summit in Birmingham, February 6-7, 2018

The latest report from Gallup states that just 1 in 10 UK and EU workers are actively engaged and with UK productivity seeing further falls during 2017, according to the Office for National Statistics – it is no surprise that the UK Government recognizes that the country has an employee productivity problem.  The UK’s newly announced Industrial Strategy is based on “Five Foundations of Productivity”, one of these Foundations being ‘People’. As an organization that lives and breathes employee engagement and sees the business benefits first-hand of the power of putting people at the heart of the strategy, this is welcome news.

The impact of employee engagement on key business objectives is staggering. According to Gallup, highly engaged business units see:

  • a 17 percent increase in productivity
  • 24 percent less employee turnover
  • a 41 percent reduction in absenteeism

The importance of employee engagement on key business performance metrics cannot be ignored. On February 6-7, the Achievers team will be heading to the ICC, Birmingham, UK, for the 16th HR Directors Summit. This year’s pertinent theme is ‘Curators of the New Business Landscape – Guiding Strategic Growth’.

The UK HR Directors Summit is one of the largest gatherings of senior HR Executives from across the globe and welcomes 800+ of the highest level of industry experts, strategic thinkers, innovators, and HR leaders.

It is a leading forum that connects the best in business leadership and promises to arm leaders of all people-focused functions with the tools necessary to transform themselves not only into more functionally-confident business leaders, but to fortify the HR position as a value-generating machine necessary to ensure future prosperity, profitability, wellbeing, and financial success.

The 2018 UK HR Directors Summit will host 150+ speakers in 8 content streams, 70+ Exhibitors, 250+ Match Meetings and 11+ hours of networking spread across 2 days. And with an amazing line-up of keynote speakers, it is a must-attend event for any senior HR professional looking to get inspired and motivated for the year ahead.

Denise Willett, Achievers’ EMEA Senior Director, will be taking the stage on day two at 12:00 PM to discuss ‘Using Recognition to Drive Engagement and Business Results’. She will she share how leading organizations are leveraging HR technology to complete the loop from measure to action, increasing employee engagement and driving business performance.

In addition, some of this year’s line-up of keynote speakers include:

  • Josh Bersin – Principal and Founder
  • Nilofer Merchant – 50 Thinker, Best Selling Business Author
  • McDonalds – Paula Coughlan, Chief People Strategy Officer
  • ABB – Jean-Christophe Deslarzes, CHRO
  • Nokia – Joel Casse, Global Head of Leadership Development
  • Avon – Dr Melissa K. Hungerford, VP Global Talent Management & Inclusion
  • Bosch – Rosa Lee, Senior VP
  • BT – Candice Cross, Group Head of Diversity and Inclusive Culture
  • Countrywide – Kate Brown, Group People Director

And this is just a taste of some of the amazing speakers this year. Check out the entire list of confirmed speakers here.

Don’t forget to join the conversation on social media with the hashtag #HRD18 and by following @Achievers on Twitter.

Tickets are now very limited so register here today! Be sure to pop by to chat with the Achievers’ team at Stand #56 and look out for Denise Willett’s presentation at 12:00 PM on February 7th. And for those looking to book a meeting with Achievers at this event, please book a meeting here. See you in Birmingham!

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About the Author
Ruth Chapman
Ruth Chapman is Achievers’ Marketing Manager (EMEA) and is focused on growing awareness for the Achievers brand in the UK and wider EMEA marketplace. It is her mission to communicate the success that Achievers employee recognition and engagement platform is driving for its clients. Learn more about Achievers here.

 

 

 

Achievers Knowledge Exchange Event

Key Highlights and Takeaways: Achievers Knowledge Exchange 2017, London

Are you struggling to increase employee engagement? You’re not alone. According to Gallup, only 15% of workers worldwide are engaged. Achievers, a leading employee recognition and engagement solution, aims to help companies effectively engage employees and increase their percentage scores. Achievers EMEA team was thrilled to have so many customers, prospects, and partners at their first-ever Achievers home-grown EMEA event in London. The objective for the inaugural Achievers Knowledge Exchange event was to facilitate the conversation surrounding employee engagement by bringing together HR industry experts and Achievers’ customers to share their success stories behind using employee recognition to drive engagement and business results.

Achievers, first and foremost, wants to take the opportunity to thank our wonderful customer and host, Shop Direct, who generously extended the use of their amazing new workspace in central London. The stunning environment really captures Shop Direct’s company values, ambition, purpose, and passion and provided the perfect backdrop for knowledge sharing, insight, and networking within the HR community.

The Achievers EMEA Team at Shop Direct’s Central London Office for the Achievers Knowledge Exchange Event.

The Achievers EMEA Team at Shop Direct’s Central London Office for the Achievers Knowledge Exchange Event

Greg Brown, SVP International of Blackhawk Network, kicked off Achievers Knowledge Exchange event with an inspiring welcome and eloquently communicated Achievers’ commitment to the EMEA market, Achievers’ wider global expansion, and its valued customers.

Brown was swiftly followed by Jasmine Gartner, renowned Employee Engagement Trainer, Speaker and Author of ‘A Little Book of Big Ideas’ – well worth the read if you fancy an alternative and practical look at employee engagement. Gartner led an interesting session on re-humanizing the workplace through employee engagement. Her presentation gave an insightful view of the unique, local, macro-economic factors impacting our workplaces both now and in the near future – Brexit being an exceptional example. She shared how we can’t accurately predict the likely impact but we do know that attracting, recruiting, retaining, and engaging talent will be increasingly important for economical success.

Gartner was then followed by Denise Willett, Senior Director of Achievers EMEA, who kept attendees on track by taking on the role of event chair for the remainder of the day, introducing the next speaker, Colin Watt, Shop Direct’s Director of Employee Relations, Engagement, and People Services. Colin’s theme was ‘It Takes a Village’ and he shared how Shop Direct has leveraged employee recognition to transform its business.

Following a short stop for lunch, Kerrie Maitland, Managing Director of Positive Dimensions, HR Consultant, and Life Coach shared her learnings around both gaining executive buy-in and top tips for a successful global implementation. Having led the procurement, design, and implementation of two employee recognition programs (both with Achievers) the audience were keen to hear Kerrie’s practical experience.

Next up were the perfect double act. Ramón Edilio Vargas, Director Global Employee Recognition at Scotiabank, and Vanessa Brangwyn, Achievers VP of Customer Success, took to the stage to share the Scotiabank success story on using recognition to drive engagement. Scotiabank is an organization that is leading the charge when it comes to global employee recognition and building compelling business results from successful employee programs.

Egan Cheung, Achievers VP of Product Development, rounded off the day and proudly shared more around the much-anticipated Achievers Listen release. Achievers Listen is a suite of tools that empowers employees to give continuous feedback on what’s working well and what needs to be improved. It provides managers with recommended actions based on their team’s unique values and culture. We know that every employee is different and to engage your entire workforce, we must avoid a “one size fits all” approach. Achievers Listen allows you to do just that.

Informal drinks and networking brought the successful day to a close and the Achievers EMEA team would like to thank every speaker, client, partner, and friend for their participation. A special shout-out to the Achievers team from North America for making the journey to be in London with everyone in person. This dynamic event was a valuable day for anyone interested in increasing employee engagement. Stay tuned for more information on Achievers’ next event and make sure to check out photos from Achievers Knowledge Exchange here.

To learn more about how Shop Direct increased employee recognition and engagement with Achievers, download the Shop Direct case study.

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About the Author
Ruth ChapmanRuth Chapman is Achievers’ Marketing Manager (EMEA) and is focused on growing awareness for the Achievers brand in the UK and wider EMEA marketplace. It is her mission to communicate the success that Achievers employee recognition and engagement platform is driving for its clients. Learn more about Achievers here.

 

 

 

Increase Employee Retention

Who Owns Retention? The Real Employee Turnover Problem

What’s the biggest problem when it comes to employee turnover? No one owns retention!

At many companies, when turnover rises executives point to HR to fix it – whose plate is already overflowing with terminations, payroll, benefits management, and back-fill recruiting. HR then blames bad managers for running off good people, and the managers push back complaining that executives do not give them enough time or training to manage their people properly. They all have a point, but this blame game is costing those organizations tons of money!

Stop Focusing on the Symptoms…Find & Fix the Cause!

After much finger-pointing, companies often come to the conclusion, “We have so much turnover, we need to hire another recruiter.” Are they kidding? That’s like trying to fix a water main break with duct tape. You may temporarily slow down the deluge, but not for long! If turnover is the problem, then you don’t need to hire someone who’s good at recruiting – they’ll just struggle to fill all the positions that keep unexpectedly being vacated. You need a dedicated retention specialist who will diagnose the core issues, work to resolve them, and maintain a stable workforce moving forward.

So why is the default next step to add another recruiter? Because everyone knows what a recruiter does and which line item that goes under on the P&L.

Now before you get upset, I assure you I’m not anti-recruiter! Recruiters are great, when you need a recruiter! If turnover is a problem, it is very possible that reworking your recruiting processes might be needed as well. Perhaps you really are hiring the wrong people and/or it is time to revamp the interview process, selection criteria, and applicant communication plan. You may even need to improve your employer brand in your community if you don’t have a positive reputation as an employer in your area. These are all things a good recruiter could handle, but these changes are rarely enough if retention is rising.

So if you can get approval for a new position, how about pitching the idea of a retention specialist instead? It’s a tougher sell to get approval from the higher-ups – they’ll wonder what a retention specialist is, complain the role sounds fluffy and become convinced it’s going to add overhead costs that seem unnecessary – but you must fight for it! It’s time to get more resources to fix the real issue.

What Is a Retention Specialist Exactly?

More organizations are creating this type of position and the responsibilities certainly vary from company to company, but their primary roles are to determine why people are leaving, and to build relationships and initiatives that extend employee tenure. This often includes, but is not limited to:

  • conducting and analyzing employee surveys and stay interviews
  • building employee networks/committees
  • serving as an employee ambassador who can answer staff questions or listen to feedback
  • ensuring the onboarding process is welcoming, thorough and incorporates the company culture
  • determining gaps where additional supervisor/management training is needed
  • coordinating (and possibly conducting) supervisor/management training and development programs
  • identifying operational/system changes that help adjust to a shorter-term workforce
  • analyzing compensation, advancement opportunities and scheduling for models that better align with today’s workforce’s needs
  • implementing recognition and appreciation programs across organization
  • ascertaining ways the organization and managers can be more transparent with employees
  • developing effective staff meeting schedules, agendas, and tools for those leading meetings
  • crafting organizational messages that instill the company’s mission and core values

Sounds like a full-time job to me! Who on your current staff has time to do all these things that are needed to reduce unnecessary employee turnover?

One Person Won’t Resolve the Issue – Retention is Everyone’s Job

While having a dedicated staffer to focus on diagnosing and resolving turnover issues is essential, leaders at all levels must take turnover seriously. Just like customer service, retention should be part of everyone’s job and everyone’s training. Keep in mind, workers today will leave their jobs if they don’t like their immediate supervisor, the leadership team or their coworkers, so encouraging your entire staff to attract and retain talent is critical.

Is your organization incentivizing peer referrals? Is your company rewarding managers for improved retention within their departments? Or are they setting bonus plans according to the concept of “do more with less,” which is driving away the talent you can’t afford to lose.

Become a Champion for Retention

So where do HR professionals start? Here a few ways to attack the turnover crisis:

  1. Create recognition and/or incentive programs for employees who reach certain milestones (after one year, not five!).
  2. Demand more management training for everyone who has direct reports.
  3. Make a case for hiring (or becoming) a retention specialist.

Same Approach = Same Results

If the trajectory of your employee turnover is headed in a positive direction, keep doing what you’re doing. But if your retention is getting worse every year, it is time to try a new approach for attracting and retaining today’s new workforce!

If you want to learn more about how to effectively retain employees, join me at Achievers Customer Experience (ACE) 2017 September 12-13 where I will be speaking on Leading the New Workforce: The Evolution of Employee Expectations. Check out details of my speaking session and the event here.

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About the Author
Cara Silletto
Workforce thought leader Cara Silletto, MBA, is the President & Chief Retention Officer at Crescendo Strategies, a firm committed to reducing unnecessary employee turnover by bridging generational gaps and making leaders more effective in their roles. Cara is a highly-sought-after national speaker and trainer, having conducted more than 100 engagements in 2016 alone. She has spoken to more than 10,000 leaders across the country at companies including UPS, Toyota, Humana’s Learning Consortium, and Cintas. Workforce Magazine named her a “Game Changer,” Recruiter.com included her in their 2016 “Top 10 Company Culture Experts to Watch” list, and she is a co-author of the book, What’s Next in HR. Follow Cara on Twitter @CrescendoHR.

 

Cox Automotive Spark Week

Lighting the Spark of Employee Engagement: Inside Cox Automotive’s Spark Week Celebration

Employees are a core determinant of company success, but with a staggering 68% rate of employee disengagement, it’s clear that effectively leveraging their full potential can be a precarious task. Factors that drive employee engagement vary across employees, but a crucial factor is how connected they feel to their company’s culture and values. In fact, 82% of employees believe culture is a competitive advantage, yet only 28% believe that they understand their culture well. Creating a great company culture is not an easy ‘drag and drop’ nor can it be quickly implemented to garner immediate results; it requires a thought-out strategy and the right tools to help execute. One crucial piece of the great culture puzzle is recognition, and one company that is demonstrating a powerful use case of leveraging recognition and to drive engagement is Cox Automotive.

Cox Automotive is an Atlanta, GA-based subsidiary of Cox Enterprises and the parent company of such well-known brands as Kelley Blue Book, Xtime, Autotrader and Manheim. Because it consists of geographically dispersed corporate and subsidiary units, Cox Automotive’s employee population is as diverse as they come. They’re a unique mix of offline and online, front line and back office. All this diversity can make it tricky for Cox Automotive to unify the entire company around a single culture.  Implementing Spark, Cox’s internal rewards and recognition platform powered by Achievers, was a significant step towards strengthening company culture and employee engagement – but the Spark Team wanted more. They wanted to do something unique to create buzz around Spark and drive members to actively participate in the program. After days of brainstorming, Spark Week was born.

Since its inception, Spark Week (its name inspired by the popular cable special Shark Week, but with considerably less blood and gore) has become a highly anticipated event every August for the Cox Automotive community. Designed to increase interest in their rewards and recognition program, Spark Week boasts a fun and unique roster of activities that drive awareness and participation.

Spark Week kicks off with a company-wide email highlighting the Spark Week calendar of activities. This sets the tone for the eventful week by communicating the upcoming activities with a fun, themed approach. Each day pairs a different element of the Spark program, such as group recognition or redemptions, with a creative component, such as a meme contest or digital treasure hunt. An uptick in recognition activity during Spark Week makes it a strategic time to launch new features in their employee engagement platform; for instance, the new feature Service Awards made its debut on the platform this year.

“Love Spark Week! So glad employees get the opportunity to recognize others who have been outstanding and be recognized for their hard work. It really makes you feel like you are a part of the team!” – Kristin Hoopes, Sr. Accounting Specialist, Cox Automotive

The huge success of Spark Week is evident from the extensive data gathered from Cox Automotive’s employee engagement platform, including:

  • A staggering 25,522 “Thank You” recognition cards sent across the platform.
  • A daily recognition average of 3,4563.2 times more than their usual daily recognition average.
  • A 114% increase in recognitions sent compared to the entire month of July.
  • A whopping 626 redemptions made.
  • A total of $1,725 worth of Spark points donated to St. Jude.

Spark Week’s success was also demonstrated by the high levels of participation of different business units who willingly submitted content throughout the week. One auction house created and shared a video where different employees reflected on their favorite redemption and encouraged other members to redeem their points. Another auction house decided to join in on the action by making an entertaining video – complete with their own shark mascot. Self-generated contributions indicate a strong sense of ownership and belief in the value of employee recognition programs. Spark Week is now an embodiment of the culture at Cox Automotive and one of the biggest internal events of the year.

The more successful an event, the more daunting it can seem for others to replicate. However, the most important element of Spark Week can be distilled down to a simple, accessible concept: make it about your employees. Reflect on what motivates them to deliver excellence and extra effort, and think about the elements in your program that could have the same motivating effect. Pair the aforementioned with fun and engaging external activities, like team breakfasts or photo contests that align with your company values to create your own version of Spark Week.

Focusing on what makes your employees happy is key to a successful business. Just remember: Every time you have a 1% increase in employee engagement, you gain an additional .0.6% growth in sales for your company. There is no better time than now to follow in the footsteps of Cox Automotive and start building your very own Spark Week-like initiative to increase employee recognition and engagement.

Check out Cox Automotive’s fun infographic highlighting Spark Week’s success!

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About the Author

Sarah ClaytonSarah Clayton is the Communications and Campaigns Specialist at Achievers, where she focuses on generating content to drive desired recognition behaviors and engagement on the platform.