Kris joined 3M in May, 2011 as Manager – Talent Assessment. He serves in the Talent Solutions group within 3M’s Human Resource function, and is located at 3M Center in St. Paul, Minnesota.
Kris began his career in 1990 and worked primarily as an external consultant for the next 20 years. His portfolio focused on employee and customer surveys, emerging survey methodologies and 360 feedback. Additional work streams included linkage research, survey comments, program evaluation, action planning and usability testing. He has worked with a broad array of clients in both public (DoD, state education departments) and private sectors (telecommunications, manufacturing, financial, retail).
Kris has written chapters and journal articles on leveraging web surveys, linkage research, service climate, and job stress. Among his past presentations for the annual Society for Industrial and Organizational Psychology (SIOP) conference are two workshops (issues in web surveying, making effective survey presentations) and a master tutorial on the constructive use of survey comments. His current research interests include employee engagement, automated text analysis, retention and action planning.
Kris earned his Ph.D and M.A. degrees in Industrial/Organizational Psychology from Central Michigan University, in Mt. Pleasant, Michigan. He is a member of the American Psychological Association and SIOP.
Supporting Employee Engagement at 3M: Social Media and Virtual Methods
This presentation illustrates 3M’s use of virtual methods to grow employee engagement within a longstanding culture of innovation. Technology is a key ingredient in a comprehensive initiative to educate, enable and align employees around engagement to stimulate innovation and growth. Topics discussed include social media, online collaboration, training and toolkits.
1. Describe the organizational development practices 3M employed to enable and support employee engagement.
2. List possible challenges that corporations may face when using social media and virtual methods to support employee engagement.
3. Explain how 3M’s engagement model shaped the use of virtual methods and social media in the organization’s rollout plan.