Virtual Employee Engagement Summit On Demand

The context for Employee Engagement has changed in a number of very significant ways since the Engage for Success report to government was written over 10 years ago. David will summarise the new opportunities which have emerged and the new challenges which must be addressed. He will outline the insights and key lessons from lock down. He will briefly describe the four enablers of Employee engagement which remain central and enduring to any attempt to improve levels of employee engagement He will explain why this topic has never been more important given the challenges we now face.

As we move from crisis-mode towards recovery, this session will look at the critical role of leaders. Ghassan will explain how to find out which leaders are driving meaningful organisational change, and the important role data integration plays in this process. He will also describe the benefits of identifying your change agents and the impact of leaders in either driving forward or holding back change

ATG’s UK theatres all closed on 16th March 2020 affecting 4,000 staff in 32 locations and are yet to re-open. It is thanks to a commitment to retain as many jobs as possible, continued staff forbearance, and the government Job Retention Scheme that teams are expected to return full of familiar faces.

Know how your people are feeling about returning to working and how you can provide a safe environment for them to thrive

o What are the challenges that many organisations will face upon staff returning to the office?
o How do you engage employees post-pandemic? o How can employees express their concerns by providing a safe environment for them to communicate?
o How can leaders be guided by highlighting where their people are feeling most vulnerable?
o How can you get real-time information, ask the right questions and enable open conversations to take place? o With immediate, real-time insights leaders will be able to see the overall ‘feeling’ and respond accordingly

The pandemic made us take a fresh look at employee rewards.

We had to abandon our traditional approach – we just couldn’t bring ourselves to single people out when so many people were going above and beyond.

I’ll be sharing the story of how Naked Treat Boxes were introduced and why they’ve helped us keep the Naked spirit alive during lockdown.

In 2019 NKD and Primary Connect, Australia’s leading supply chain, partnered to build a 21st Century Continuous Improvement Academy.

The aim: to get 7,000 Primary Connect team members excited about their role in continuous improvement to become Chief Change Makers. All in service of making changes to the work environment that made their world of work better and created a positive, lasting impact on customers.

Out of that, ‘Better Every Day’ was born. Join Michael to learn about the programme development and our long-term goals. Including how we rolled out to 4,000 employees in just four months, achieved initial operational savings of £5.4M, and a 20-point increase in employee engagement while building smarter, safer operations.

Businesses have always needed to evolve and drive better results although it’s even more apparent today. External factors mean we need to change but internal factors hold us back or mean we can’t achieve the change to it’s maximum effect. Within these internal factors we can predict and prescribe how we want processes, systems and to a certain extent structures to operate. However, people are not predictable and can be the success or failure of any change. I want to talk about how you can partner with your colleagues, manage the transition and deliver a change whilst building a culture you’re proud of. I will highlight some success stories I was involved in, which include EE, Worldpay and Just Eat as well as an opportunity we are building at Marks and Spencer currently.

Employees increasingly seek out organizations that share their values, have moral standards and a strong culture: 94% of executives believe corporate culture is more important to success than anything else. Providing inclusive communication channels, increasing employee engagement, eliminating biases, and ensuring equal access to workplace opportunities are no longer nice-to-haves. They are table stakes. Join WorkJam’s Tim Wheeler to learn about how business leaders utilize technology as eminent enabler of diversity, culture and inclusion.

Long before COVID there was another pandemic impacting companies and their people, a pandemic that will last a lot longer than COVID and one we have no vaccine for – employee disengagement.

87% of employees globally are disengaged and 13% are actively disengaged. Disengaged employees lead to unproductive organisations, high employee turnover, reduced innovation and sick employees. We explore the challenges facing companies today and what can be done to overcome them to create a culture and environment where people can thrive.

At Fiit we approach People & Culture with the mindset of how would we design HR from a blank sheet of paper? If companies carry on doing what has always been done before the results will be the same – disengaged employees. Companies and their people deserve better.

Alignment is too often a blind spot for organizations. While leaders and communicators talk about it, few understand how to do it well or fully commit to it. In her recent research with Wayne Aspland, The Road to Alignment, Zora interviewed 27 senior comms professionals examining the impact of 2020 on alignment and comms.

In this session, you will learn:

• The impact that alignment can have on an organization
• A proven methodology and practical tips to build alignment
• Four steps and five key principles for communication if you are to succeed in building and maintaining alignment

In times of rapid change, how can you make data-driven, pandemic-proof business decisions to enable growth? How are you preparing yourself, your team, and your company to navigate turbulent times?

Join Diane Albano, Chief Revenue Officer, Globalization Partners, in this keynote about the most significant workforce trends in 2021, how they will affect your company, and how you can prepare to overcome challenges and take advantage of new opportunities.

The session will cover:

• How companies are building their growth and expansion strategies post-Covid.

• What digital skills are necessary for professionals to perform their jobs in a remote-first workplace.

• Why understanding cultural differences will be crucial for diverse teams and your international expansion.

In an effort to improve retention in our contact centres, the Data and Analytics team undertook a piece of work analysing a years worth of data which examined the hiring profiles, stats and performance ratings of current and former contact centre employees. The insights from the analysis has driven changes to the way we engage new hires and has enabled a material lift in engagement across the team.

Managers are the critical link for strategy and its execution. You can help your entire workforce be happier and more successful when you equip managers with the right support. Join this session to learn about:

• The top 4 priorities for managers in the new world of work.
• Tips to help managers overcome obstacles and promote well-being.
• Insights from Glint and LinkedIn’s State of the Manager Report 2021 to help organisations empower managers with People Success strategy.

Like many businesses, the pandemic has created a new permanent hybrid working environment at Nationwide blended between home, office and branch. Chad shares how Nationwide is transforming their employee channels, insight, content and leadership engagement to connect and motivate employees in this new world.

Having made it through the extraordinary year that was 2020, many businesses will now be facing up to the social and economic reality ahead in 2021 and beyond. So much has changed and keeping your workforce motivated, connected and engaged through high frequency recognition is now more important than ever. HR Leaders have the opportunity to put the people experience at the heart of workforce digital transformation and drive business impact.

Join us for this informative session where we will share how your recognition programme can ensure your people feel connected and inspired.

Key takeaways from this session include:

• How to design and deliver a recognition strategy that is fit for purpose for today’s remote and hybrid workforce
• How recognition can bring your unique culture to life
• Success stories from organisations at various stages in their recognition journeys

With change comes opportunity. In 2021 HR leaders will need to invest in programmes that drive digital transformation and deliver tangible business impact, such as limiting employee churn and improving the bottom line. Given the changes your organisation has gone through in the past year, have you reviewed your company’s reward and recognition strategy?

In this session, we will share how organisations are reimagining their Reward & Recognition game in an easy-to-use, customisable platform that employees will love. Join us to learn how to:
• Design and deliver a reward and recognition programme that impacts employee morale, performance and wellbeing in meaningful ways.
• Create a reward and recognition experience that brings your unique company culture to life.
• Deliver reward & recognition elements proven to maximise impact – flexibility, choice and transparency for staff and leadership.
• Use technology to reduce HR administration while streamlining moments of reward and recognition.

As the initial pandemic lockdown was announced in March 2020, GDS had to think quickly about how to best engage their people, all of whom were very suddenly working remotely. Louisa will talk about how the Internal Comms Team adapted to this new way of working and the changes they made to address and refocus engagement and communication with their people.

Louisa will also talk about an internal channel review that the team conducted to assess staff sentiment in ‘the new normal’ – and some of the findings and changes that came out of that. She will finish by talking through some of the non COVID changes that have happened during the year, including organisational changes and redesign – and how the team has responded and adapted to those, to make sure staff remain informed and involved into 2021.

We had a smart working project in place pre-pandemic but it was moving at a glacial pace. When COVID-19 struck we had to hit the accelerator.

And we’ve had success and won an award for our work in this area. However, as we’ve learned to work fully remotely we’ve also learned behaviours and habits in this time. Like on any long journey, fatigue creeps in. How do we continue to make this transition to hybrid working and let go of the emotional baggage we’ve picked up so far? Our amazing pink culture has kept us going but how do we keep doing “whatever makes you pink” in this new world?

As a travel company we love an analogy so for us – our policy is a bit like packing to go on holiday. You don’t want to carry everything with you, so it’s identifying what is essential, what you’d like to have and what you need to leave behind. So have your suitcase at the ready and we’ll reveal what you should be packing in the move to smart working 3.0.

We’ve all wanted to know about how to engage remote teams and bring everyone together with more than a Zoom quiz, but did it work?

Abbey shares the changes River Island made to their communications over the past year, uniting their Islanders in stores and Head office to be together and stronger than ever. With results from their recent engagement survey to prove the rise in engagement!

We are all managing the complicated task of engaging people during a pandemic. But how about making it more interesting if we also need to do it after a carve-out in which we need to make a cultural change as well.

For the past 9 months I have been faced with this challenge and have been able to have positive impact on our organization. Being the first location worldwide to open a new factory in the middle of a pandemic and with a team that “has been engaged and motivated as I have never seen before” (Mike Tattersfield, President KK). There is still a lot to do, but we are heading on the right direction.

The pandemic led to a digital transformation at an accelerated pace, by 2025, automation may displace 85 million jobs through a shift in the division of labour between humans and machines.

The World Economic Forum has labelled this upcoming period as the “Reskilling Revolution.” Organizations and their chief human resource officers (CHROs) need to reimagine their workforce development programs to retain people with the right technical and behavioral skills required to equip their businesses for the future, offering opportunities for development to enhance employee experience.

The Missguided ‘Health & Happiness’ programme was developed to encourage, educate and celebrate wellbeing within its colleague community.

Glenn will share some of the successful yet simple tools, techniques and unique experience that make up the programme; many of which can be implemented in organisations large or small.

The genie’s out of the bottle. While the transition to remote and/or part-time work has been difficult for many organizations and teams, others have embraced the opportunity to offer more flexible work arrangements. Looking ahead, companies and leaders must find new ways to maintain employee health, productivity and team spirit as more people opt to work remotely. Personio has successfully made this transition and in this session, Ben Kiziltug, International Lead at Personio, will share lessons learned, best practices and tools for leading remote teams.

Resilience became a hot topic in 2020 in corporate life, whereas previously, it had been the preserve of employee assistance programmes and occupational health professionals. The disruption wrought by the global pandemic has forced companies to prioritize issues relating to employee health and wellbeing. But the sheer amount of information out there about Resilience means it isn’t easy for leaders to bring wellbeing issue into the workplace. We have developed a simple but comprehensive framework to help leaders cut through and get confident about having the Resilience conversation. In this session, you will hear about how we rolled this out using a 3-phase agile learning intervention built using the “pull principle” to create behavioural contagion.

As organisations strive to walk the hybrid working tightrope created by COVID-19, Giulia and Tahini explore the unique challenges faced by businesses with their operations spread throughout Europe. Not only do they need to be more inclusive in terms of leadership, language, technology and tools but also more mindful in how they adapt to the many cultures across this diverse continent.

In this session we will explore how businesses need to do more than simply translate communications to reach every worker. We will share how, by changing behaviours, depending upon the different cultures and attitudes country by country, you can deliver multiple benefits to your organisation ranging from talent acquisition, improved sense of community and connectedness despite geographical and language differences.

2020 was a year of change and the world of work as we know it will be permanently transformed. The boundaries of work and home life continue to blur, many organisations have shifted to remote work and new technologies. With all this change, people need tools that help them focus on what matters most at work and in their home life: introducing Huler – The Human Experience Platform.

Join us to learn more about how Zoom has maintained its purpose of Delivering Happiness amidst its rapid growth in the past year, by leveraging its most important assets: its people and its culture. Hear about their journey of engaging a remote workforce, some innovative ideas they’ve leveraged to differentiate their employee experience and spend some time asking questions of their Talent and Organizational Development Team!

Change is hard, but constant change is exhausting. With each successive wave of the pandemic, finding real solutions to combat employee fatigue and improve engagement are proving increasingly difficult. For teams with large number of deskless/hourly workers, those challenges are often magnified. Processes changes, shift pattern adjustments and increases or decrease in work levels further highlight the challenges companies struggle with when attempting to communicate with, engage and support these employees. Business leaders have always embraced the idea of “resiliency” and “agility” but the pandemic showed us that sustained business agility is a strategic imperative which requires a highly engaged workforce and positive employee experience to be successful.

Tomorrow we will be led by digital & tech. Candidates are connected to different platforms and we need to fish where the fish are.

The Metropolitan Police Service is one of the world’s most iconic police forces. The Metropolitan Police Service is committed to becoming a more inclusive and diverse culture, creating a sense of belonging for its people. Yvonne O’Hara, Head of Internal Communication, will share how two-way conversation, storytelling and integrating internal and external communication sit at the heart of its communication strategy. Learn how the strategy adapted to reflect the societal changes prompted by 2020’s Covid-19 pandemic and Black Lives Matter protests.