Create Great Employee Experiences from Hire to Retire

As the line between work life and personal life continues to blur, in a world where competition for talent is tough, employers must ask themselves how they can create an environment that not only attracts candidates, but positively engages with them at all stages of the employee lifecycle.

Meet Our Speakers

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Daniel Pink is the author of five provocative books including #1 New York Times best seller, "Drive: The Surprising Truth About What Motivates Us"
Managing Director, Employee Experience, Learning & Development at Charles Schawb
President and Chief Executive Officer, WD-40

A great employee experience is defined by the employee’s perception of their experience at work, it’s about how they feel and interpret the company’s intentions, and it should be a fundamental concern for all organizations.  The employee experience plugs straight into employee engagement, retention, and outstanding customer service.  If the employee experience isn’t good it can devastate any business, but if it’s great, it can transform an organization into a competitive high-performing machine. 

83% of HR* said that “employee experience” is either important or very important to their organizations success, and in order to enhance the experience, they are investing more in training (56%), improving their work space (51%) and giving more rewards (47%).

*Workplace Trends Survey

Employee experience goes beyond just perks like game rooms or standing desks, and encompasses the processes, tools, technologies, communication and culture that makeup the workforce. Delivering a great experience not only provides a significant competitive advantage in a changing marketplace, it attracts and retains top talent and most importantly is a major driver for innovation.

92%* of business and HR leaders have identified the critical need to redesign their organization to meet new business demands - Yet only 14 percent of executives believe their company is ready to effectively redesign their organization.

*Deloitte Trends report 2016

Since employee experiences are different in every organization, we find there is no cookie cutter approach that works for everyone, but delivering critical initiatives such as engagement, learning, development, technology, and wellness can transform any journey into a gratifying employee experience!

Designing a Great Engaging Employee Experience

  • Creating an Employee Experience From the Ground Up
  • Driving Innovation though Collaboration and Agile Teams
  • Employer Branding: Attracting the Talent You Need for the Culture You Want
  • Designing an Engaging Onboarding Experience that Hooks Them Right Away
  • Radically New Working Environments and Collaborative Working Spaces
  • Creating a Culture that’s Focused on Winning as a Team
  • Talent Mobility as an Integrated Part of the Employee Experience
  • Delivering Technology and Digital Tools that Communicate, Educate, and Empower
  • Effective Employee Engagement Strategies for Part Time and Virtual Workers
  • Exiting the Stage: Parting Ways that Enable Good Social Feedback and Future Referrals
  • Simplifying HR Strategy: Empowering Employees

Integrating Leadership, Engagement, and Wellness into the Journey

  • Using Rewards/Recognition to Align the EE with Business Goals
  • Coaching Leaders to Drive Purpose, Values, and Collaboration to the Workforce
  • Input Overload Making Learning an Easy Part of Everyone’s Daily Habit
  • Journey Onward: Career Management and Succession Planning
  • Simplifying Development to What’s Relevant in Different Phases of their Career
  • Work/Life Balance and Flexibility: A New Mindset in Finding Equilibrium
  • Calm and Decisive: Practicing Mindfulness in Difficult and Stressful Situations
  • Creating Strength from Diversity - An Experience of Inclusion
  • Performance Mgmt.: Opportunities for Business Alignment and Change Mgmt.
  • Focusing on Innovation through Cross-Functional Collaboration

SME Lead Think Tank Topics

  1. Mindfulness
  2. HR Strategy
  3. Employee Experience
  4. Employee Engagement

 

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