HRO Today March 2018 - 6

CEO's Letter
Engaging Your Engine
I can remember as a young geek watching episodes of the science fi ction series Star Trek. Captain Kirk and his series
successor Captain Picard would gesture with their hand to bridge the crew and say the word " engage. " The warp engines
would magically whisk the starship to light-speed-driven progress. Unfortunately for HR professionals-who are not
in the Starfl eet-we have to deal with warp engines made of people. We have talked so much about talent acquisition
the past few years, but now, as the labor markets heat up, organizations need to be laser-focused on retention and
engagement. Most companies already are. But how are industry providers of engagement surveys and consulting faring?
This year, HRO Today will fi nd out just that by launching a Baker's Dozen Customer Satisfaction survey for Employee
Engagement Survey Services.
Employee engagement is one of the most esoteric areas of HR and one of the most important. It is similar to the search
for perfection. Organizations will not achieve good outcome without moving the bar further. It is like the old religious
paradox: Is God all powerful that God can create a rock that he/she cannot lift? The answer is yes-create the rock then
will more power to lift it. This way, the clergy even got the Lord on a treadmill of constant striving that requires at least
one day a week of personal time to re-group. I do not know a single CHRO who is not focused on employee engagement
or who is completely happy with their result. Even if someone ever got a 100 percent rating, HR would re-evaluate the
process because they couldn't accept the possibility of a perfect result.
While a few fi rms with good organizational development psychologists will try to do their survey processes internally,
the reality is that most want the perspective of an outside fi rm not infl uenced by their own opinions as employees.
Almost all survey processes examine the same elements of internal relationship building, fi rst-line supervisor relationship,
executive trust, and belief in the company mission. Many survey processes use iterations from the Mayfl ower survey items
going back decades. What distinguishes the services of one company from another is their ability to have a consultative
approach, digest and interpret the data, and give HR and executive leadership clear goals to improve engagement. We all
know an engaged workforce is more productive and more stable than an unengaged workforce.
We do the Baker's Dozen series to help you choose the best solution providers for your challenges as HR leaders. We
ask that you watch for the link to the survey in March and take our survey of the engagement survey makers. Your
participation is a favor to colleagues all over the world. We combine your feedback with that of other customers of the
same provider to create an index of customer satisfaction. Please help us help the HR community in this highly important
area of service.
We understand the impact of engaged employees. For example, a positive candidate experience during the talent
acquisition process is linked to employee engagement for at least the fi rst year of employee tenure. A bad initial
experience may cause an employee to leave earlier than expected. People live their lives in an unbroken stream of
experiences regardless of how we structure the siloes of HR, and one set of perceptions impacts all future perceptions.
Yes, I have read Marcel Proust, but I admitted to being a geek above so no snarky comments please.
So, we look forward to your contributions to our survey, and, who knows, when the Starship Human Resources of the
future hears the word " engage, " perhaps the crew will respond, " We're already there, Captain. "
Elliot H. Clark, CEO
[6]
HRO TODAY MAGAZINE
|
MARCH 2018

HRO Today March 2018

Table of Contents for the Digital Edition of HRO Today March 2018

HRO Today March 2018 - 1
HRO Today March 2018 - 2
HRO Today March 2018 - 3
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