2015 Employee Engagement Conference

Agenda

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Monday, July 27, 2015

10:30-4:00 PM

Workshop Registration

12:30-2:00 PM
Presenter:
Jim Barnett, Chief Executive Officer and Co-Founder, Glint
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Smart organizations today know that employee engagement is the lifeblood to their success. That’s why most companies have some form of measuring employee engagement--deploying annual surveys, running semi-annual polls, or monitoring retention levels--to keep a finger on the pulse of their organization.

 

But many engagement strategies fail to reach beyond HR and executive leadership, holding organizations back from having a real impact on the commitment and hard work of their employees. In order to most effectively measure, maintain, and improve employee engagement, organizations should be looking to someone else--their managers--as the lynchpin to success.

 

In this interactive session led by 3-time CEO and entrepreneur Jim Barnett, we’ll work together to assess your current employee engagement strategy and share best practices on how to empower managers with the data to identify what drives engagement on their teams and to take action to improve it. Come prepared to share your insights and experience.

 

In addition to a full program assessment, you’ll discuss and learn:

  • How to more effectively quantify and monitor engagement
  • Why empowering managers is critical to improving engagement
  • How to identify what factors drive engagement for diverse employee groups across different attributes
  • How to create a blueprint to equip managers with data to measure and improve employee engagement within their teams

 

2:00-2:30 PM

Networking Break

2:30-4:00 PM
Presenters:
Sarah Johnson, Ph.D., Executive Consultant and Author
Jack Morehouse, COO & Executive Vice President, Perceptyx, Inc.
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In a world of Big HR Data, the employee survey offers the ability to evaluate learning programs, uncover learning needs, identify pockets of undeserved employees, and build the business case for investments in learning and development. Survey databases are an untapped resource that can be mined to do more than just tally the percentage of employees that are engaged, have the necessary skills to get the job done, or have confidence in the company’s direction.  

Beyond basic survey analysis and reporting on employee engagement issues, digging further into the survey data can provide valuable insights into important strategic issues.

 

You will learn:

  • What are the career development and learning needs, and how do these needs vary around the world
  • What are the workplace factors that influence employee and company performance?
  • Can we predict turnover, and put practices in place that can stop the loss of key talent? 

Real world examples of how companies have used their survey to answer critical business questions will be shared.  We will also discuss how to partner with your internal survey team to drive essential survey content and plan a data-driven approach to HR decision making.

 

4:00-5:00 PM

Networking Cocktail Party and Business Card Exchange—Sponsored by Perceptyx

Tuesday, July 28, 2015

7:00-4:30 PM

Registration

7:30-8:30 AM

Breakfast

8:30-8:50 AM

HCI Chariman's Morning Remarks:

Chairman’s Welcome

HCI Conference Host :
Bill Craib, Senior Vice President of Enterprise Learning, Human Capital Institute (HCI)
9:00-9:30 AM

Keynote Presentation:

Engagement Through Embracing Change

Keynote Presenter:
Jim O'Gorman, Senior Vice President, Talent & Organization, Hulu
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Hulu is a premium streaming TV destination that seeks to captivate and connect viewers with the stories they love by creating amazing experiences that celebrate the best of entertainment and technology.

 

Change is inevitable so managing employee engagement through change is essential.

From the evolution of mapping technology to reinventing the television viewing experience, Jim O’Gorman has led talent organizations through some of the largest consumer behavior changes of our generation.

 

In this keynote address, Jim will share how he has navigated change in high growth organizations, and elaborate on how his Hulu team plays a key role in the company’s success through focused efforts to increase employee engagement.

 

You will learn:

  • HR’s role in capitalizing on their seat at the leadership table.
  • How HR supports Hulu’s mission, using values based-leadership principles to navigate change.
  • How Hulu measures employee engagement and helps leaders focus on what matters the most.
  • How Hulu uses technology to prioritize and focus on strategic initiatives.
  • Real-life “lessons learned” in navigating fast-pace change and growth.
9:30-10:00 AM
Keynote Presenter:
Scott Welch, Global Corporate Relations Manager, Columbia Sportswear Company
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From the busy streets of Dubai to the mountains of Chile most people spend a large portion of their day in some type of work environment. Although the landscape changes, what remains the same- across geographies and cultures, is the desire for a sincere connection and belief in your leadership team.  Join Scott Welch, Global Corporate Relations Manager, as he describes Columbia’s journey towards building meaningful experiences for employees of all levels.

 

In this session you will learn:

  • How to create innovative volunteer opportunities
  • Ways to develop a corporate matching program that is equitable across the globe
  • Tips to get senior leaders to participate in and become champions of your efforts
  • How to align corporate philanthropy with employee, consumer values
10:00-10:30 PM
Keynote Co-Presenters:
Joan Kuhl, Millennial Career & Trends Expert at Barnes & Noble College and Millennial Board Advisor at Cosmopolitan Magazine
Pam Bonnell, Director of Talent Development, Barnes & Noble College
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In 10 years, a considerable 75 percent of the workforce will be comprised of Millennials. Barnes & Noble College, the leading college bookstore operator in the nation, employs more than 10,000 students and is committed to being a Millennial Employer of Choice. In a recent survey Barnes & Noble College conducted with Why Millennials Matter, more than 3,000 students shared their thoughts on career preparation, as well as their expectations, anxieties and goals related to early work experiences. Our top level report, which includes key findings, can be downloaded here. The study reflects what Millennials consider most crucial in their professional endeavors and offers insight on how employers can best meet those expectations in order to attract, engage and retain Millennial talent.

 

You will learn:

  • About the unique needs and preferences of Millennials when it comes to their career preparation, expectations and preferences, as identified through BNC’s research study
  • The important practices that will help your company appeal to Millennials’ wants and needs as employees in order to increase their engagement with and loyalty to your brand
  • How BNC is using insights based on this research to shape its own training and development strategies to engage its Millennial employees
10:30-11:10 AM

Morning Networking Break

11:10-11:40 AM
Keynote Presenter:
Douglas Howe, Chief People Officer and V.P. of Human Resources & Development at SugarCreek
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Douglas Howe has been leading leaders, companies and non-profits for over 30 years. In that time, he has—both as a practitioner and coach—developed a wide variety of tools for investing in managers and employees at every level without the kind of dramatic spend that scares executives. From the COO to the CFO to the Treasurer and Controller, Doug knows how to deliver results in a way that non-HR professionals can invest in with confidence.

 

In this highly interactive seminar, Doug will present a menu of specific practices that are as attractive and transformational as they are practical and inexpensive.

You will learn:

  • How to experience and lead the movement beyond engagement to embeddedness
  • How TEBIDA drives EBITDA
  • How to overcome cultural and behavioral barriers against successful engagement and leadership conviction without over-spending
  • How to help those outside your department see how they’ll “WIN” via your leadership
  • How to deal with the L.A.W. of P.R.I.D.E.
  • How to overcome negativity
11:40-12:15 PM
Keynote Presenter:
Improv Coaching , at The Second City
Michael Dempsey, Vice President at Second City Works
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The Second City has been entertaining audiences for over 55 years, and has launched the careers of countless stars, including John Candy, Bill Murray, and Tina Fey. Today, our worldwide troupes deliver more than 10 shows every single night, and we train more than 18,000 students per year in the practice and principles of improvisational comedy. We also consult with hundreds of corporate clients annually on how to reach internal audiences with learning that sticks.

 

You will learn:

 

1) The principle of Yes, And in action: the building block of all improv and the first rule for enrapturing audiences while creating something from nothing - also the subject of our new book, recently published by Harper Collins: http://www.amazon.com/Yes-And-Improvisation-Creativity-Collaboration-Lessons/dp/0062248545

 

2) The future of communication: there's no shortage of leadership models, all of which recommend a slightly different application of a largely common set of skills. We unpack those skills, put them under the microscope, and examine which combinations foster business productivity and why.

 

3) The coming importance of curation: part of what we do at The Second City is prepare people for careers in acting, writing, and directing, and those job descriptions are changing. Sitcom writing jobs are becoming Buzzfeed writing jobs as audience tastes change. We'll explore bite-sized content in context, and it's importance for reaching the YouTube generation.   

12:15-1:15 PM

Lunch

1:15-2:00 PM

Presentation

Panel Moderator::
Patty McManus, Senior Consultant, Interaction Associates
Julie Turchin, Talent Portfolio Manager, Stanford University
Larry Decuir, Talent Management and Development Leader for Ernst & Young’s Assurance practice in the Americas
Ellie Gates, Senior Director of Talent Development at Box
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You’ve created highly engaging, effective training programs, and put follow-up processes in place. Your managers have attended the development sessions and returned to work excited to use their new skills. Yet, months later --- somehow, nothing’s different. How do you actually shift the culture? This lively panel discussion will give you practical information to help you support managers and optimize the likelihood they will actually use what they’ve learned . . . resulting in an engaged, accountable workforce, and better results.

 

In this session, you will learn:

  • Best practices for developing managers in a variety of environments (or industries)
  • Specific pointers to help your managers move from learning, to practicing, to competence
  • Lessons learned about what works (and what doesn’t) to shift the culture using development and on-the-job support
Panel Moderator::
Bronwen Clune, Director of Content and Communications, Culture Amp
Abby Maldonado, Diversity Specialist, Pinterest
Kathy Goss, Global Diversity Recruiting Lead at LinkedIn
Wayne Sutton, General Partner at BUILDUP.vc
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Diversity in tech remains an issue in Silicon Valley and beyond. Much of the focus on addressing the problem has been around increasing the pipeline of people from diverse backgrounds into tech, but how does this help people already in the industry? Using Culture Amp data collected from over 35,000 employees and 70+ companies, it became clear that we have to work harder to retain people who are represented as a minority, and focus as much on engaging them as we do in creating opportunities for future generations. We also found some key retention driver differences between male and female employees that can better inform company engagement strategies.

 

By working to better engage people from various backgrounds, and by understanding what motivates, inspires and disappoints them in their work, we can create an immediate impact on diversity stats. To do this we need to have empathy and learn to listen to differing needs and expectations that might not be the ones that we assume for the majority. We'll outline what some of these might be and hear practical solutions to a complex problem, so that the issue of diversity can be addressed immediately - and not only further down the pipeline.

 

You will learn

  • Why diversity matters
  • What the key retention and engagement drivers are for females vs males
  • Practical examples that companies to address the issue of diversity
2:00-2:40 PM

Afternoon Networking Break

2:40-3:25 PM

Presentation

Presenter:
Lydia Greene, Vice President, Human Resources and Diversity, Tufts Health Plan
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Research shows that when supervisors take responsibility for employee engagement, their staff is six times more engaged. As a strategic business partner, HR must persuade managers to sit beside them at the engagement table. It’s time to stop settling for half-hearted manager and leadership buy-in and drive toward the true ownership and accountability needed to meaningfully impact employee engagement.

 

Join Vice President of Human Resources Lydia Greene as she discusses how she transformed the culture of HR at Tufts Health Plan from one of simply employee advocacy to one of manager champions. Gain pro tips on aligning engagement with key business outcomes and developing managers into positive engagement drivers.
 
You will learn:

  • Critical steps to positioning HR as a manager ally
  • The do’s and don’ts of transparency and how it impacts manager behavior  
  • How to effectively engage leaders and managers in conversations that link engagement to their business objectives
  • Ideas and best practices for motivating managers and real-life examples of manager-led engagement initiatives
  • How to create and implement manager accountability measures that leadership can buy into
Moderator::
Jim Barnett, Chief Executive Officer and Co-Founder at Glint
Joan Burke, Senior Vice President, Human Resources, Marketo
Tiffani Jessup Ingham, Senior Director, People Operations, Sojern
Steve Umphreys, SVP, ZEO Success, Zuora
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Today’s top organizations are facing a war for talent on a global scale - one that by all accounts is growing worse for employers by the day. In order to win, organizations must get serious about engaging employees and helping them thrive.

 

Forward-thinking organizations like Zuora, Marketo, and Sojern use real-time people data to measure, monitor, and swiftly improve employee engagement. By incorporating engagement data into leadership development, they’re uniquely prepared to continue growing quickly, while maintaining a culture where employees thrive.

 

In this session, featuring Zuora “ZEO” Steve Umphreys, Marketo SVP of HR Joan Burke, and Sojern Senior Director of People Operations Tiffani Ingham, you’ll hear exactly how they’re empowering leaders and managers to use real-time people data to:

  1. Understand the key drivers of engagement on their teams
  2. Identify their weaknesses
  3. Take action to improve employee engagement
  4. See results in real time

You will learn:

  • How get frequent, insightful employee engagement data
  • How to empower managers and leaders to take ownership of their teams’ engagement levels
  • How to use data to revolutionize leadership development strategy
  • The value of deep-dive data in improving employee sentiment
  • Specific examples of how real-time data has changed how managers look at, and act on, employee engagement data
3:25-3:35 PM

Room Change

3:35-4:20 PM

Presentation

Co-Presenters:
Jennifer Johnston, Senior Director, Employee Marketing & Engagement, Salesforce
Harry West, Vice President, Appirio
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Bringing great people in and keeping them engaged is getting tougher by the day. There is a worldwide epidemic of disengagement and no where to hide bad culture practices that lead to it in an era of unprecedented corporate transparency. Yet, many companies are still running the same old HR playbook –  plays like ”put you in the pool and see if you can paddle” onboarding, help tickets that go into a black hole, one way comms via intranets, collaboration via endless emails and meetings, and the dreaded Annual Performance Reviews and Annual Employee Surveys with no real action taken. Companies need to focus on a new formula for employee engagement if they want to outcompete and outperform in the new cloud, social, mobile and data smart world.

 

In this session Harry West, Vice President for Appirio, and Jennifer Johnston, Sr. Dir. Employee Marketing & Engagement for Salesforce — the World's Most Innovative Company according to Forbes magazine and one of Fortune's 100 Best Companies to Work For for the last seven years, will walk you through how to use culture and technology to transform employee engagement at your company and start winning the war for talent.

 

You will learn:

  • How to build the burning platform to get culture and engagement initiatives on the exec agenda
  • A full lifecycle approach to building culture from hiring to onboarding and ongoing engagement
  • And the technology trends you can harness to accelerate culture and meet the expectations of today’s empowered employees
Presenters:
Jeffrey Mills, Global Learning and Performance Manager at Amgen
Vince Molinaro, Ph.D , Global Managing Director, Lee Hecht Harrison Knightsbridge
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How do you drive strong leader engagement that translates into effective strategy execution and employee engagement? By building a strong community of leaders. In this session you will learn how ShoreTel put in place a deliberate process for its top 100 leaders to establish a leadership contract with clear expectations.

 

You will learn:

  • How to drive leadership accountability by setting clear expectations for leaders
  • Why a strong leadership culture is critical to driving leader engagement
  • How to cascade leadership accountability deep into an organization
4:20-4:30 PM

Room Change

4:30-5:00 PM
Keynote Co-Presenters:
Sarah Moser, Program Director, Join My Village, CARE USA
Nicola Dixon, Associate Director, General Mills Foundation
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Statistics show that women are the largest single group impacted by poverty, and also the greatest potential agents of change in the fight against global poverty. Women work two-thirds of the world’s working hours, but earn only 10% of the income, they also represent two-thirds of the adults who cannot read or write, and girls are 55% of the children not attending primary school. But even one pebble of opportunity creates ripples that can benefit an entire community; research shows that each extra year of primary education that a girl receives boosts her future earnings by 10% to 20%.

 

Join Nicola Dixon of General Mills, Richelle Feigin of Merck, and Sarah Moser of CARE as they share their experiences in creating and working through this unique partnership to empower women while at the same time engaging employees. Hear their stories of the challenges they faced, lessons learned along the way, and how they are measuring results.

In this session you will learn:

  • How to align your employee engagement goals, priorities and needs to a philanthropic effort
  • How to adapt your program to changing internal climates
  • How to take your philanthropic efforts from simply inspiring to engaging
5:00-6:00 PM

Networking Cocktail Party and Business Card Exchange

Wednesday, July 29, 2015

7:00-2:15 PM

Registration

7:30-8:30 AM

Breakfast

8:30-8:50 AM

Chairman’s Welcome

Moderator:
Bill Craib, Senior Vice President of Enterprise Learning, Human Capital Institute (HCI)
9:00-9:45 AM
Presenters:
Sheri Bebb, Vice President of Organization Effectiveness, NetApp
Vicky Koutsis, Director of Employee Engagement and Great Place to Work, NetApp
Mark Royal, Senior Principal, Korn Ferry Hay Group
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Business success is dependent on an engaged and enabled workforce. Companies scoring highest for engagement and enablement achieve 4.5 times the revenue growth of those that rate lowest – it’s a prize worth fighting for.

 

However, in our Hay Group report, The New Rules of Engagement, launched at last year’s conference, we identified 6 powerful megatrends that are changing the business environment as we know it. These trends are fundamentally changing how people work, what they care about in the workplace and what you’ll need to do to motivate them and position them to perform at their best.

 

In a future shaped by the megatrends, you’ll need to engage and enable your workforce differently.  In this presentation we will explore the 5 key business challenges that your company will need to address in a world shaped by the megatrends.

 

You will learn:

  • The 5 key business challenges that your company will need to address in a world shaped by the megatrends
  • How prepared organizations are now to deal with these challenges
  • How, through engaging and enabling your people differently, you can personally influence change and help position your company for success
9:45-10:15 AM
Keynote Presenter:
Melanie Duppins, Senior Director, Policy and Human Capital, DonorsChoose.org
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DonorsChoose.org employees are on fire for our mission, and our culture is the fuel that keeps their fire burning.

 

We work in education – a field that is dominated by bureaucracy and top-down decision-making – and have made the choice to operate differently than most schools or education nonprofits do. On our website, teachers, not school leaders or high-ranking district staff, have the power to request resources for their classrooms. We limit our website to teachers because we believe that those closest to a decision have the wisdom to make the best choices.

 

Our organization functions the same way: at every level and on every team, we rely on the experts – the people doing the work on a daily basis – to suggest, inform and drive decisions that affect them with the just-right level of Executive Team support. The impact of this choice cannot be overstated: we benefit from a staff of 70 that each act like owners in their relentless pursuit of our organization’s goals.

 

In this session, you’ll learn the recipe for our dynamic and high-performing culture, including:

  • How to empower staff at all levels of your organization to make decisions, while providing them the just-right level of support
  • How to create a culture of personal accountability that builds trust across the organization
  • How to build fun and celebration into your culture without sacrificing a relentless pursuit of results
  • How to efficiently collect and use employee feedback to improve your organization
  • What values to hire for in candidates, and in leaders, to ensure they will thrive in your fast-paced, entrepreneurial culture
10:15-11:00 AM

Morning Networking Break

11:00-11:45 AM
Co-Presenters:
Louis Efron, Head of Global Employee Engagement, Tesla Motors
Juliana Bednarski, Associate HR Business Partner, Tesla Motors
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Every organization knows that the pulse of employee engagement directly impacts recruiting and retaining top talent. However, most organizations have only begun to scratch the surface when it comes to measuring the connections between engaged employees and the bottom line.

 

Since 2003, Tesla has built a culture of innovation and disruption that has reshaped the automotive industry. As Tesla scales, one key to maintaining that momentum is a forward thinking approach to measuring, analyzing, and acting on employee engagement. Join Tesla’s Engagement Team as they discuss how Tesla leverages innovative technology and big thinking to redefine the way they approach employee engagement.

 

Having a highly engaged workforce is key to accelerated business results, success and sustainability. It affects an organization’s ability to drive innovation, productivity and attract and retain the best talent. Many organizations have only begun to scratch the surface when it comes to understanding and measuring the connections between engaged employees and the bottom line.

 

Since 2003, Tesla has built a culture of innovation and disruption that has reshaped the automotive industry. As the organization rapidly scales, high employee engagement has never been more important to ensuring Tesla’s ability to change the world. At the foundation of this initiative is collecting, measuring, analyzing, and acting on employee feedback.

 

Join Tesla’s Engagement Team as they discuss how Tesla leverages business strategy and innovative technology to redefine building a great organization of the future.

 

You will learn:

  • Tesla’s definition of employee engagement
  • Why employee engagement is important to Tesla and your organization
  • What Tesla is doing internally to amp up employee engagement to change the world
  • How Tesla is using innovative technology to support its initiative
11:45-12:15 PM
Keynote Presenter:
Jen Freitas, Director, People Learning and Engagement, Clif Bar & Company
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Increasingly people are looking for more purpose and meaning in their work. More than career paths, they want to feel alive at work—that what they are doing is making a positive difference. Instead of focusing on getting leadership “buy-in” on engagement, why not get everybody ‘bought-in’ to your company’s values and purpose.

 

In this session, you will learn:

  • How to get people excited and engaged about their future and empower them to envision a meaningful future both personally and professionally.
  • How to create experiential training programs that invite employees to explore and identify the intersection of their values and the company’s mission. 
  • How focusing on whole person engagement—encouraging people to live their lives at work—is key to motivated, creative and committed people.
12:15-1:15 PM

Lunch

1:15-1:45 PM
Keynote Presenter:
Maria Dunn, Director, People & Culture, Quirky Inc
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At Quirky, we make invention accessible. We believe that the best ideas in the world aren’t actually in the world… they’re locked inside people’s heads. We exist to solve that problem. 

 

Recently featured in media publications such as The New York Times, TIME Magazine, Fortune, and Fast Company, Quirky and its 1M + community members collaboratively move ideas from napkin sketch to stores shelves.  Innovation and fresh ways of working is at the heart of all Quirky does, particularly in its people practice. 

1:45-2:15 PM
Keynote Presenter:
Ragini Parmar, Vice President of Talent Operations at Credit Karma
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Credit Karma is working to re-engineer one of the largest industries in the world — consumer finance. Founded in 2007 with a mission to bring more transparency, simplicity and certainty to credit and personal finance, in recent years Credit Karma’s employee base has doubled and tripled in size, year-over-year, making it increasingly important for each employee to be engaged with our mission, core values and culture.

 

This session highlights Credit Karma’s employee-driven culture. Recognizing that culture cannot be forced, we’ve facilitated an extensive system of clubs, interest groups and committees for employees to come together and realize what they want out of their job and lives. Focusing on the mental and physical well-being of our employees, we launched a comprehensive technology-driven health and wellness program “Happy is Healthy.” The program includes unlimited paid sick days, meditation and mommy rooms, personalized wellness coaches and nutritionists, and on-site yoga, Pilates and boot camp exercise classes. In this session, we will also explain how a creative approach like utilizing a technology platform that can measure company health and wellness can be incorporated into the lives of every employee, keeping them connected and engaged.

 

You will learn:

  • How to maintain a healthy and sustainable culture in hyper-growth
  • How to empower employees to build your culture organically
  • How a comprehensive wellness program can improve employee engagement
2:15-2:45 PM
Keynote Presenter:
Mark Allen, Educator, Speaker, Consultant, and Author
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In many organizations, we say that the HR or Talent Management functions are responsible for employee engagement, but 15 out of the top 20 drivers of engagement are related directly to the employee’s immediate supervisor. In this session, we will examine the issue of roles, responsibilities, and accountabilities in employee engagement, focusing on the roles of both managers and the HR function. Among the issues we will address are:

  1. How should we hold managers accountable for engagement?
  2. What are the appropriate metrics?
  3. Where does manager selection fit in?
  4. Most importantly, how can HR help managers be more successful in engaging their employees?