DecisionWise - The Employee Engagement Equation
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Transcript of DecisionWise - The Employee Engagement Equation
1 ©DecisionWise, Inc. 2012 All Rights Reserved | www.decision-wise.com | 1.800.830.8086
Paul Warner Director of Consulting
Services
The Employee Engagement Equation: New rules for measuring and increasing engagement
2 ©DecisionWise, Inc. 2012 All Rights Reserved | www.decision-wise.com | 1.800.830.8086
Clients
Employee Engagement Leadership Coaching 360-Degree Feedback Talent Assessment
Awareness | Action | Accountability
About DecisionWise
3 ©DecisionWise, Inc. 2012 All Rights Reserved | www.decision-wise.com | 1.800.830.8086
Leadership Actions
Personal Integrity
Employee Performance
Customer Experiences
Business Results
Employee Performance
Clear roles & responsibilities
Adequate tools & resources
Valued relationships
Meaningful opportunities
Customer Experiences
Level of service
Product quality
Overall satisfaction
Competitive value
Business Results
Revenue growth
Cost efficiency
Profitability
Market share
Performance Cycle
4 ©DecisionWise, Inc. 2012 All Rights Reserved | www.decision-wise.com | 1.800.830.8086
Why Engagement?
8 out of 10
52% Gap
Companies with effective engagement strategies attribute
changes in profitability and/or revenue directly to employee
engagement initiatives. (Aberdeen Group)
In operating incomes between companies with highly
engaged employees and companies whose employees
have low-engagement scores. (ISR)
$300 Billion Estimated cost to US businesses due low productivity of actively disengaged workers (Gallup)
28% Growth In EPS (earnings-per-share) for high-engagement companies compared to an 11.2% decline for low-engagement companies. (Towers Perrin)
87% Less Employees who are most engaged are 87% less likely to leave the organization. (The Corporate Leadership Council)
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The survey does not really measure
engagement.
Problems with Most Employee
Engagement Surveys
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Problems with Most Employee
Engagement Surveys
Post-survey action plans only target
satisfaction and happiness.
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Problems with Most Employee
Engagement Surveys
The emphasis is on increasing scores, rather
than performance.
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Problems with Most Employee
Engagement Surveys
There is too much reliance on external
benchmarks.
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Problems with Most Employee
Engagement Surveys
The survey process itself is an inhibitor of
engagement.
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Problems with Most Employee
Engagement Surveys
The survey has little or no follow-up.
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•Focus: Employee Morale
•Provides General Feedback
•Facilitates Communication
•Driven by Human Resources
•Executive-Level Action Plans
Satisfaction Surveys
•Focus: Cultural Alignment
•Provides Targeted Feedback
•Facilitates Cultural Change
•Driven by Change Leadership
•Executive-Level Decisions
Climate Surveys
•Focus: Current Issues
•Provides Timely Feedback
•Facilitates Mgmt. Decisions
•Driven by Company Events
•Manager-Level Decisions
Pulse Surveys
•Focus: Employee Performance
•Provides Actionable Feedback
•Facilitates Engagement
•Driven by Line Managers
•Manager-Level Action Plans
Engagement Surveys
Types of Employee Surveys
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Measuring Engagement: 3 Ways
1. Average of Percent Favorable
2. One Question Average
3. Top Box Average
65% 20% 20%
0% 25% 50% 75% 100%
29%
0% 10% 20% 30% 40%
75% 10% 15%
0% 20% 40% 60% 80% 100%
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Individual Job Factors
Workgroup/Team Factors
Leadership Factors
Organizational Factors
External Factors
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Anchor Questions
1. My job offers enough variety to keep
me engaged
2. My job is fulfilling and challenging.
3. My job provides me with a sense of
meaning and purpose.
4. If given a choice, I expect to be
working at this company at this time
next year.
5. Most days, I look forward to coming
to work.
6. I find real enjoyment in the job that I
perform.
4%
24%
49%
23%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
FullyEngaged(n=207)
KeyContributors(n=441)
OpportunityGroup(n=221)
FullyDisengaged(n=38)
Engagement Index
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Fully Disengaged Opportunity Group Key Contributor Fully Engaged
Bored and frustrated at work.
Generally feel underutilized.
Meet expectations. Constantly learning and taking calculated risks.
Make sarcastic jokes about work.
Spend significant time taking care of personal
needs.
Stick to what you know and take few risks.
Feel stretched beyond your comfort zone.
Speak poorly about the company and leaders.
Do just enough to get by and not get in trouble.
Respond well to leadership.
Take personal satisfaction in the
quality of your work.
Look for ways to find blame.
Pay is a big reason why you stay.
Rarely stretched by assignments.
Work can be stressful but is also rewarding
and fun.
You quit, stay, and corrupt.
You’re putting in the time.
Committed to your job. You love your job!
The Engagement Spectrum
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Research Study: Healthcare
Healthcare Services: Admin and Patient Care
Employee Sample: 700
Fully Engaged: 36% (252 employees)
61%
63%
64%
66%
69%
69%
74%
77%
77%
82%
83%
0% 20% 40% 60% 80% 100%
14. The people I work with show repect to those we serve.
20. My supervisor hasfriendly working relationship with team
22. My supervisor treats people with fairness and respect.
19. I clearly understand what my supervisor expects of me.
18. I enjoy working with the people in my department.
28. The people I work with protect the confidentiality
2. I have the training and skills I need to do my job.
9. I feel safe in my work environment
27. The satisfaction for those we serve is a top priority .
36. I am proud to say that I work at this company.
10. My job allows me to make a difference in people's lives.
Fully Engaged: Drivers Favorable (5- "Strongly Agree")
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Research Study: Restaurant Restaurant Industry: 120 Locations
Employee Sample: 22,247
Fully Engaged: 37% (7,881 employees)
77%
78%
78%
79%
80%
81%
81%
87%
88%
88%
90%
70% 75% 80% 85% 90% 95%
2. I work in a fun environment.
30. My restaurant maintains a professional work environment.
20. My workgroup manager sets high expectations…
1. My skills and abilities are utilized well in my current position.
28. Adequate measures are taken to ensure...safety and security…
35. ...learning and growth opportunities in our company.
22. I trust and respect my restaurant/kitchen manager.
34. I would like to be working for our company one year from today.
36. ...guest satisfaction is a top priority.
4. I have the training I need to do my job well.
9. I understand how my job helps the company achieve success.
Fully Engaged: Drivers Favorable (5- "Strongly Agree")
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Research Study: Financial Industry
Financial Services Organization
Employee population: 1,800
Fully Engaged: 27% (469 employees)
70%
70%
71%
71%
72%
73%
75%
79%
83%
84%
87%
0% 20% 40% 60% 80% 100%
15. Understand supervisor expectations
22. Supervisor supports development
27. The people I work with are ethical
36. This company cares about its employees.
18. Supervisor accessible
17. Supervisor treats people fairly
9. Encouraged to share ideas
10. Understand my job role and responsibilities.
38. I would recommend this company to family
14. I understand how my work contributes to organization
32. I am confident in this company's future.
Fully Engaged: Drivers Favorable (5- "Strongly Agree")
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Research Study: Manufacturing
Manufacturing Company
Employee population: 4,237
Fully Engaged: 32% (1,353 Employees)
73%
73%
73%
75%
76%
76%
77%
77%
77%
80%
84%
50% 60% 70% 80% 90% 100%
15 I feel that we can voice our opinions without fear
44 Career opportunities within this organization are good
21 I feel close to the other members of my team.
14 Overall, I am satisfied with my job.
28 There are clear incentives here for doing good work.
11 My work is valued by this organization.
31 This company has effective methods for suggestions for change.
3 The amount of work I am expected to do is reasonable.
17 I receive regular feedback on how I am doing.
38 This is a fun place to work.
9 The level of stress in my job is acceptable.
Fully Engaged: Drivers Favorable (5- "Strongly Agree")
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Employee Engagement
Equation
Use a customized survey.
Examine the full spectrum of engagement; not just the top scores.
Isolate drivers of engagement and disengagement.
Cascade information down from the corporate level to individual contributors and back up again.
The process should be engaging.
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Employee Engagement
Equation
Organizations need to
re-engineer the current survey
process
to impact business results.