decisionwise - the employee engagement equation

21
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

Upload: decisionwise

Post on 12-May-2015

491 views

Category:

Business


2 download

TRANSCRIPT

Page 1: 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

Page 2: DecisionWise - The Employee Engagement Equation

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

Page 3: DecisionWise - The Employee Engagement Equation

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

Page 4: DecisionWise - The Employee Engagement Equation

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)

Page 5: DecisionWise - The Employee Engagement Equation

5 ©DecisionWise, Inc. 2012 All Rights Reserved | www.decision-wise.com | 1.800.830.8086

The survey does not really measure

engagement.

Problems with Most Employee

Engagement Surveys

Page 6: DecisionWise - The Employee Engagement Equation

6 ©DecisionWise, Inc. 2012 All Rights Reserved | www.decision-wise.com | 1.800.830.8086

Problems with Most Employee

Engagement Surveys

Post-survey action plans only target

satisfaction and happiness.

Page 7: DecisionWise - The Employee Engagement Equation

7 ©DecisionWise, Inc. 2012 All Rights Reserved | www.decision-wise.com | 1.800.830.8086

Problems with Most Employee

Engagement Surveys

The emphasis is on increasing scores, rather

than performance.

Page 8: DecisionWise - The Employee Engagement Equation

8 ©DecisionWise, Inc. 2012 All Rights Reserved | www.decision-wise.com | 1.800.830.8086

Problems with Most Employee

Engagement Surveys

There is too much reliance on external

benchmarks.

Page 9: DecisionWise - The Employee Engagement Equation

9 ©DecisionWise, Inc. 2012 All Rights Reserved | www.decision-wise.com | 1.800.830.8086

Problems with Most Employee

Engagement Surveys

The survey process itself is an inhibitor of

engagement.

Page 10: DecisionWise - The Employee Engagement Equation

10 ©DecisionWise, Inc. 2012 All Rights Reserved | www.decision-wise.com | 1.800.830.8086

Problems with Most Employee

Engagement Surveys

The survey has little or no follow-up.

Page 11: DecisionWise - The Employee Engagement Equation

11 ©DecisionWise, Inc. 2012 All Rights Reserved | www.decision-wise.com | 1.800.830.8086

•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

Page 12: DecisionWise - The Employee Engagement Equation

12 ©DecisionWise, Inc. 2012 All Rights Reserved | www.decision-wise.com | 1.800.830.8086

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%

Page 13: DecisionWise - The Employee Engagement Equation

13 ©DecisionWise, Inc. 2012 All Rights Reserved | www.decision-wise.com | 1.800.830.8086

Individual Job Factors

Workgroup/Team Factors

Leadership Factors

Organizational Factors

External Factors

Page 14: DecisionWise - The Employee Engagement Equation

14 ©DecisionWise, Inc. 2012 All Rights Reserved | www.decision-wise.com | 1.800.830.8086

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

Page 15: DecisionWise - The Employee Engagement Equation

15 ©DecisionWise, Inc. 2012 All Rights Reserved | www.decision-wise.com | 1.800.830.8086

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

Page 16: DecisionWise - The Employee Engagement Equation

16 ©DecisionWise, Inc. 2012 All Rights Reserved | www.decision-wise.com | 1.800.830.8086

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")

Page 17: DecisionWise - The Employee Engagement Equation

17 ©DecisionWise, Inc. 2012 All Rights Reserved | www.decision-wise.com | 1.800.830.8086

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")

Page 18: DecisionWise - The Employee Engagement Equation

18 ©DecisionWise, Inc. 2012 All Rights Reserved | www.decision-wise.com | 1.800.830.8086

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")

Page 19: DecisionWise - The Employee Engagement Equation

19 ©DecisionWise, Inc. 2012 All Rights Reserved | www.decision-wise.com | 1.800.830.8086

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")

Page 20: DecisionWise - The Employee Engagement Equation

20 ©DecisionWise, Inc. 2012 All Rights Reserved | www.decision-wise.com | 1.800.830.8086

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.

Page 21: DecisionWise - The Employee Engagement Equation

21 ©DecisionWise, Inc. 2012 All Rights Reserved | www.decision-wise.com | 1.800.830.8086

Employee Engagement

Equation

Organizations need to

re-engineer the current survey

process

to impact business results.