Passionate, engaged, happy workers are 300% more creative and 31% more productive than their disengaged counterparts.
- Source: HBR, Positive Intelligence, 2012.
Alarmingly, 24% are so unhappy in their job that they'd go so far as to deliberately undermine the company (source: Gallup, State of the Global Workplace, 2015).
My job is to help you achieve 3 things:
1. Increase Employee Engagement Levels
Determine current employee engagement levels to identify barriers to employees performing at their best, and identify what's working well and build on it further.
2. Optimise Employee Experience
Foster an environment where people want to work. Where they have purpose, are valued, and inspired. Let's unlock their potential!
3. Improve Workplace Efficiency to Boost Productivity
Advise on behaviours currently encouraged or impeded by the existing physical workplace, and prescribe optimal workplace configuration and operational requirements to lift productivity.
Kylie’s skills and passion are in optimising employees' experience at work. We engaged Kylie to help optimise the onboarding experience that our customers received with SugarLearning.com. I found she took a holistic approach and we implemented her advice. Our customers tell us that SugarLearning unlocks the potential of their employees - we know a big part of it was Kylie.
- Adam Cogan, Chief Architect and Regional Director, SSW
There's no one-size-fits-all approach. What many people fail to realise is that you can't simply copy a Google or Facebook and implement their ideas, as they don't represent your company's unique value proposition, or culture, or values. Everything they do is done strategically and with purpose. It's imperative to understand how your employees work, and then give them the tools, connections, and space in order to do their best work.
My skills and passion are in optimising employees' experience at work. From Onboarding to culture, performance reviews to workplace design, I take a holistic approach to assess the engagement levels within your workplace and provide advice to optimise your workplace environment and unlock the potential within your employees.
Workplace Assessment Activities
A Workplace Assessment utilises a straightforward 5-step approach to identify ways to increase employee productivity, retention levels, and engagement i.e. happiness.
Step 1: Key Policies Review - the Assessment begins with a review of your company's key policies that may influence its hiring process, culture, and behaviour of employees. The aim is for me to understand your company's culture, values, and direction, to enable an assessment of the degree to which these policies correlate, support or detract from your envisaged message. I see time and again that many of these are given lip service by organisations, and when they are, employees can become resentful and fall quickly into the 24% of employees who may actively undermine the company. Values need to be physically manifested in the spaces in which employees work, and engrained in the culture.
Step 2: Hiring Process - we then review your Onboarding, or hiring, process, as this is usually the employee's first impression of what it will be like working with your company. It also influences brand perception. Done well, Onboarding can have a 10x higher return on investment than traditional onboarding programs, and can improve the time it takes for a new hire to be productive by 25%. In Australia, traditional onboarding takes around 68 days for a new hire to reach full productivity (Kristine Dery, MIT, 2017). In the US, it's around 90 days thanks to higher compliance requirements. The aim you and I have is to WOW your employees and help them feel a part of the team and get them up to speed as quickly as possible. A meeting with the HR Director/key hirer is beneficial in this regard.
Step 3: Culture Review - every company has its own set of values, which help guide the culture and actions the company chooses to take. This step involves meeting with the leaders of the company (usually the C-suite, HR Director, and Office Manager together) to discuss their understanding of the current and desired culture, which will be assessed against my initial findings from Steps 1 and 2. This is usually a rather insightful meeting that leads to much enlightenment, depending on the degree of disconnect. What I've found is that when most companies try to improve their culture, they focus on what to fix. It's better to focus on what's working.
Step 4: Workplace Tour - employees need access to environments that enable them to do their best work. Studies show that there are actually 21 workplace activities that employees participate in (Leesman Review no. 18, Sept 2015). We are moving away from working in a traditional, linear world, so our workplaces must adapt accordingly. A tour of the workplace - the physical space - acts as a type of symbol for the company and as a modern-day employee experience centre or a museum for the people who work there. This is why one of the quickest ways to ruin an employee experience is by the company not reflecting their values in the physical work environment. The layout of the workplace comes into play as it encourages (and also discourages) certain behaviours that can significantly boost your bottom line.
Step 5: Interviews with Key Personnel - communication is key, and it's often most effective when an independent third party is able to raise candid questions that may otherwise remain left unanswered. A short interview with key personnel (usually 5-10 people depending on the size of the company) to decipher the inner workings of the company, its culture, its positives, main barriers to productivity, and candid feedback, is sought. Answers can be de-identified as required. This enables the creation of an employee experience loop - a connection between the voice of the employee and the decisions the company makes. This has the power to enables managers and leaders to better make decisions that affect their people.
Workplace Assessment Outcomes
The Workplace Assessment is usually undertaken over a 1-2 day period, followed by a written report submitted within 10 days of the in-person Assessment.
The outcomes will be based on observations, interviews, and reviews of your company's pertinent policies, combined with my 20+ years' experience within corporate property, and will be presented in a Powerpoint report that provides recommendations and next steps to boost your company's performance. As each company has its own challenges and opportunities, each report is bespoke.
Further recommendations for space utilisation studies, project management, change management, and the like, can be provided as required.
It's important that executive support is provided for the long-term success of this assessment, as the recommendations and outcomes that arise will most likely require change to be implemented. For change to be successful, support from leadership and key influencers is paramount.
Data around performance and tenure may be requested to assist in the analysis.
Price is POA and is a per-day rate plus GST. Travel and expenses will be billed at cost.
What Others Are Saying
I absolutely love running these and what I love even more is the legacy that is left can truly make a positive difference to people's lives. Here's just a sample of the feedback I've received to date:
Thanks so much for coming along to SSW and helping us to be a better company. It's not going to be the easiest gig you ever get, but the ripples are already being felt... and what you are doing improves people's lives.
Figure: This made my day. It was left on my desk for morning tea while Duncan and I ran our Angular training. You are making a difference !
Thought of the day: Dripping water hollows out stone, not through force but through persistence - Ovid
- Adam Stephensen, SSW