Workplace Engagement Survey - Presentation

WorkPlace Engagement

Survey

Statistics show that when someone is being presented a solution to a problem that they might have – much of their thought process is busily trying to determine what the solution

might cost…??

The Profiles WorkPlace Engagement Survey costs employers $6 to $10 per employee in the

organization – depending on # of employees.

There, now you can concentrate on how much value you will achieve by having this survey done

for your organization!

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“Employee engagement first. It goes without saying that no company, small or large, can survive over the long run without energized employees who believe in the mission and understand how to achieve it”.

Source: Business Week Online: May 8, 2006, How Healthy Is Your Company? By Jack and Susie Welch.

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What is the Alternative to high Employee Engagement?

• Costly employee turnover• Diminished performance• Lost training dollars• Lower morale

How Can You Attain Higher Employee Engagement?

Through best practices . . . Let me give you an example

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Portions of a Sample Engagement Survey Report

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Introduction

There are eight parts to this report. The information provided in each should be used in the development of your workforce.

• Engagement Definition• Engagement Benefits • Your Level of Participation• Your Level of Engagement• Engagement Level Comparisons• Satisfaction with Employment• Satisfaction with Manager• Recommendations


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Employee Engagement Definition

Engagement refers to the degree to which employees connect with their work and feel committed to their organization and its goals. People who are highly engaged in an activity:

• Excited and enthused,• Less aware of the passage of time,• Devotes discretionary effort ,• Identifies with the tasks of the job,• Thinks about the job activity,• High level of Focus, and • Openly discusses job with others.


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Benefits of an engaged workforce include:

• Retention rates increase,• Innovation and collaboration are enhanced,• Customer satisfaction levels increase, and• Over time, the results are reflected in concrete

bottom line results, share value, and return on investment.


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Your Organization’s Level of Participation

168 employees invited to participate / 148 employees completed survey

Participants, 88%

Non-Participants, 12%ParticipantsNon-Participants


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Your Organization’s Level of Engagement

Highly Engaged, 6%

Engaged, 37%

Disengaged, 49%

, Highly Disengaged8%

Level Definition Range % #

Highly Engaged

Knows expectations; personally and professionally secure; committed to excellence

81 – 100 6 9

Engaged Often understands expectations; somewhat secure; easily motivated

60 – 80 37 55

Disengaged Questions expectations; insecure; dissatisfied 41 – 59 49 72

Highly Disengaged

Does not know expectations; fearful; very bitter 0 ‐ 40 8 12


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Engagement Level Comparisons

Your Organization’s Engagement Levels Compared to the National Average

6% 8%5%

45%48%

2%

49%

37%

0%

10%

20%

30%

40%

50%

60%

Highly Engaged Engaged Disengaged Highly Disengaged

Your OrganizationNationally


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Satisfaction with EmploymentThis chart demonstrates participants’ satisfaction with their jobs at the time of this survey. Forty‐seven percent (47%) of your participants are “Satisfied” or “Extremely Satisfied.” The combined percentage of participants who are “Dissatisfied” or “Extremely Dissatisfied” equals 41%.

Extremely Satisfied, 8%

Satisfied, 39%

Neutral, 12%

Dissatisfied, 32%

Extremely Dissatisfied, 9%

Extremely Satisfied

Satisfied

Neutral

Dissatisfied

ExtremelyDissatisfied


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Satisfaction with Manager

This chart demonstrates participants’ satisfaction with the level of support, guidance, and overall supervision they receive from their managers. Fifty‐two percent (52%) of participants are “Satisfied” or “Extremely Satisfied.” The combined percentage of participants who are “Dissatisfied”or “Extremely Dissatisfied” equals 46%.

Extremely Satisfied, 7%

Satisfied, 45%

Neutral, 2%

Dissatisfied, 38%

Extremely Dissatisfied, 8%

Extremely Satisfied

Satisfied

Neutral

Dissatisfied

Extremely Dissatisfied


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RecommendationsHaving an engagement score below the national average suggests a need for improvement and a need for you to focus on that improvement.

With a low engagement score, you should look for some of these symptoms:

• lack of commitment to the organization• low levels of enthusiasm• higher than desired turnover• low levels of customer satisfaction• possible discipline problems• lower than desired levels of productivity


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“Employee engagement first. It goes without saying that no company, small or large, can survive over the long run without energized employees who believe in the mission and understand how to achieve it”.

Source: Business Week Online: May 8, 2006, How Healthy Is Your Company? By Jack and Susie Welch.

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Date:

Contact:

Phone:

Expected # of Participants:

Additional Notes:

Survey Completion Date

Summary Presentation delivered to Sales Person

Send out "Employee Initial Email" to all employees.

Send out "Employee Reminder Email"

Proposed Survey Timeline

Send out "Manager Email" to all Managerial or Supervisory personnel

Requested Survey URL:

Client Contact:

Contact Email:

Contact Phone:

City, ST Zip:

WorkPlace Engagement SurveySetup Form

http://www.workplaceexperience.com/

General Information

Requested/Sold by:

Company:

Address:

To Get Started or For More Information

Contact:

Kestly Development…developing employees

[email protected]

Kestly Development is an authorized

Strategic Business Partner with Profiles International

Workplace Engagement Survey - Presentation

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