What initiatives have you introduced that have helped your organization continue to be successful?
Every HR professional knows how challenging it can be to quantify the impact of our HR-related initiatives, but we also know that the working relationship employees have with their manager makes all the difference.
Shortly before my first day of work here, the 2016 employee engagement results were released. Through meetings with our Learning & Development area, we found the company had different training modules that covered the issues, but none that covered all in one training course so we created a four-hour program. I was asked to roll out this training to 250 managers in five locations across the Wealth business in 2017 after our senior managers went through the training.
Once the managers were more skilled at doing the things that engaged their employees, the Wealth employee engagement index increased 4 percentage points. Working closely with the Wealth leadership team, we kept the themes alive. During the fourth quarter of 2018, new managers were asking for the training and this year we’ve piloted similar training for employees so they know better how to embrace coaching and welcome feedback. The 2019 employee engagement scores were just released, and the Wealth Division I support enjoyed a further increase – up another 5 percentage points!