employee involvement in action - Voice Project Basile - employee... · employee involvement and...

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employee involvement in action: the ResMed engagement survey Frank Basile 2011 ARCS Clinical & Leadership Conference & AGM Sydney e: [email protected]

Transcript of employee involvement in action - Voice Project Basile - employee... · employee involvement and...

employeeinvolvement in action:the ResMed engagement survey

Frank Basile2011 ARCS Clinical & Leadership Conference & AGM Sydneye: [email protected]

content

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employee involvement and it’s impact on employee engagement and organisational performance

employee involvement in action – the ResMedcontinuous improvement program

practical tips for involving your employees in decisions that concern them

content

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employee involvement and it’s impact on employee engagement and organisational performance

employee involvement in action – the ResMedcontinuous improvement program

practical tips for involving your employees in decisions that concern them

Les Murray claims Socceroo revolt SMH, June 23, 2011

defining employee involvement

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more involvement from people that

will be directly affected

management set deadlines and objectives without consulting the players first to check if

they are realistic

ideas need to be implemented a

bit more

have more confidence in us

and take account of our

suggestions

listen to the workers, managers are not

always right

engagementmodel

6

Based on Langford, P. H. (2009). Measuring organisational climate and employee engagement: Evidence for a 7 Ps model of work practices and outcomes. Australian Journal of Psychology, 61, 185-198.

purpose• organisation

direction

• results focus

• mission &

values• ethics• role clarity

• diversity

participation• leadership

• recruitment

• cross-unit cooperation

• learning & development

• involvement

• reward & recognition

• appraisal• supervision• career

opportunities

people• motivation &

initiative

• talent• teamwork

passion (engagement)• organisation commitment• job satisfaction

• intention to stay

performance• organisation objectives• change & innovation

• customer satisfaction

property• resources• processes

• technology• safety

• facilities

peace• wellness• work-life balance

• flexibility

DR

IVE

RS

OU

TC

OM

ES

7

gap analysis

Results Focus

Work/Life Balance

SupervisionTalent

Ethics

ResourcesFlexibility

Cross-Unit CooperationInvolvement

Career Opportunities

Entrepreneurship

Teamwork

Diversity

Role Clarity

Mission & Values

SafetyWellness

Motivation &

Initiative

Workload Organisation DirectionProcesses

Recruitment & Selection

Facilities Leadership

TechnologyLearning &

Development

Performance Appraisal

Rewards & Recognition

Middle ManagementResearch

Teaching

Community

Engagement

importance

pe

rfo

rma

nc

e

higherlower

low

erh

igh

er

maintain

prioritise

See Mingo, S., & Langford, P. H. (2008). The HRM-Performance Link: A Longitudinal, Business-Unit Investigation. Proceedings of the 22nd Annual Conference of the Australian and New Zealand Academy of Management, Auckland, New Zealand, December.

promote

limit

Gap analysis based on

over 100,000 employees

across more than 2,000 of

Voice Project’s

research & consulting

clients

em

plo

yee

sat

isfa

ctio

n

impact on engagement & performance

content

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employee involvement and it’s impact on employee engagement and organisational performance

employee involvement in action – the ResMedcontinuous improvement program

practical tips for involving your employees in decisions that concern them

case study video - ResMed

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changes in involvement scores

10

59

65 65

41

47 49

33

44

54

30

40

50

60

70

80

90

100

2007 2008 2010

% o

f fa

vo

ura

ble

re

spo

nse

s

I am encouraged to give feedbackabout things that concern me

I am consulted before decisions thataffect me are made

When I raise an issue to improve aprocess I see actions taken

changes in outcome scores

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59

65 65

41

47 49

33

44

54

75

7980

79

85

89

30

40

50

60

70

80

90

100

2007 2008 2010

% o

f fa

vo

ura

ble

re

spo

nse

s

I am encouraged to give feedbackabout things that concern me

I am consulted before decisions thataffect me are made

When I raise an issue to improve aprocess I see actions taken

Employee Engagement

Organisational Performance

content

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employee involvement and it’s impact on employee engagement and organisational performance

employee involvement in action – the ResMedcontinuous improvement program

practical tips for involving your employees in decisions that concern them

practical tips for involving employees

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ensure the consultation process is continuous

set up regular meetings

ask open questions

2011 ARCS CLINICAL & LEADERSHIP CONFERENCE & AGM

Thank you for attending this session.

Please ensure you complete your evaluations and leave on table outside the room.