The ROI of

Employee
Success
HOW LEADERS
CONNECT TALENT
WITH RESULTS
Who We Are

AARON BROWN SHANE MCFEELY PhD

Senior Insights Analyst Lead Researcher
Today’s Agenda

• Research Highlights and Key Takeaways

• 5 Barriers to Integrated Employee Success Strategies
• Expert Advice for Measuring the ROI of Employee Success
• Customer Success Stories
• Q&A
Research Highlights +
Key Takeaways
Leaders Have
Confidence In
92%
Highly engaged employees perform
better and are more productive than
the Business those with average or low engagement

Value of
Employee engagement is a
Engagement
65% significant area of focus for my
organization today

Organizations who achieved

56% positive ROI from an investment in

employee engagement
The Link
Between What outcomes has your organization actually improved as
Engagement a direct result of its investments in employee engagement,
development, and performance management?

and Performance
The Link
Between
Engagement
and Performance 1 in 5
Respondents said engagement survey results
are integrated into their performance
management process
(at group level and individual level)
Performance
Management 45%
Lacks Tools for assessing employee
performance are consistent across the
Consistency organization

1 in 3
Performance management system
includes metrics that help identify high
performers based on their role
Performance
Management Which of the following are true in regard to your
Lacks Consistency organization’s performance management process today?
Performance How recently has your organization updated its
performance management process/approach?
Management
Lacks Consistency
Managers
Need Help to What are the greatest barriers to deriving business

Deliver Results value from your organization’s investments in

employee engagement?

42%
Managers don’t know how to have
effective development conversations
with their employees
Managers 17% Strongly agree
22%

Need Help to
33% 40%
Deliver Results Somewhat agree

Neither agree nor

19% disagree
13%

16% Somewhat disagree 19%

15% Strongly disagree 7%

Managers in my organization Managers have a clear
have productive conversations understanding of what high
with their teams about their performance looks like for their
engagement survey results direct reports’ roles
Barriers of
Integrated Employee
Success Strategies
 Did your organization put a
pause on your engagement
initiatives due to COVID-19?
Poll
 How recently has your
organization updated its
performance management
process or approach?
Poll
Your strategies aren’t
mission-critical.

• Engagement wasn’t a priority

• High-performers can't be identified
Your managers aren’t
equipped to drive change.

• Front-lines of employee engagement

• Ineffective development conversations
• Poorly define goals and metrics
• Infrequent check-ins with employees
You don’t share the
responsibility.

• Managers can’t bear it all

• 32% of employees don’t feel ownership
• Democratize employee engagement and
performance
You’re not focused
on the big picture.

“Rather than fix the performance management process to enhance engagement, they dropped the
evidence-based approach altogether. They assumed measurement was to blame for poor engagement,
when, in fact, it was the failure to integrate performance management and engagement best practices.”

Heather Whiteman | Professor of People Analytics

Haas School of Business | University of California, Berkeley
You aren’t using the
right tools.

• Continuous conversations
• Shared goal setting
• Aligned team to organizational goals
• Performance feedback and identification
• Systematic analytics and tracking
Expert Advice for
Measuring the ROI
of Employee Success
Define success.

• Work with team leaders to identify success

• Levels of success – org, team, individual
• Position, industry, geographic location
• Integrate hard and soft data sources
• Communication and transparency
Measure things that matter.

• Identify key metrics across the organization

• Position, industry
• Make connections across data sources
• Engagement + Performance = Intelligence
Understand engagement.

• Comprehensive employee listening strategy

• Engagement is more than the score
• Analytics and data at the local team-level
• Effective commitment conversations
• Understand the ROI of engagement
Drive performance.

• Identify, measure, and track metrics

• Managers need to have success in mind
• Goal-setting is the #1 weapon
• Engagement and feedback conversation skill
• Fairness and equity
Customer
Success Stories
 “How do we take [associates’] voices and commingle
those with the needs of the client and the needs of the
business to create something that’s going to work for
us in the future.”

Nicole Davies
Vice President of Talent Optimization
“When we have more highly engaged employees,
discretionary effort increases.”

Julie Cummings
Managing Director and CHRO
Final Review
 Visit
quantumworkplace.com/HBR