how to wow employees

HOW TO WOW EMPLOYEES

What it takes to be one of the 100 Best Nonprofits to Work

For in Oregon

Brandon SawyerResearch Editor, Oregon

Business magazine

What Are the 100 Best Nonprofits?

Based on Oregon Business magazine’s comprehensive four-year-old survey, first conducted in spring 2009

Inspired by our 19-year-old 100 Best Companies to Work For in Oregon survey

Published in our October issue Celebrated at dinner event in late September

Promoted through use of our logo, on our website,in other media, etc.

Survey Components Employee survey

Counts for 5/6 of an organization’s overall score, based on satisfaction ratings

35 scaled questions and two open-ended questions, taking bout 10 minutes to complete

Subjective Employer Benefits survey

Counts for 1/6 of an organization’s overall score

About 50 questions, taking a half hour or so to complete

Objective

The Employee Survey Five statements in each of the following sections: Work Environment Management & Communications Mission & Goals Career Development & Learning Benefits & Compensation

Green Employee Survey Ten statements in Sustainable Practices Not counted in 100 Best Nonprofits scoring

Used only for our 100 Best Green Companies to Work for in Oregon, published in the June issue of Oregon Business

Scored along with 15 Sustainable Practices questions from the Employer Survey

Volunteers & Employee Survey

Unpaid volunteers may also take the survey at the discretion of participating nonprofits Must work a minimum of 20 hours on average per month

Omitted from Benefits & Compensation section

A minimum of 10 paid employees and/or qualified volunteers is required

10 or more employee surveys must be completed by the end of the survey in order to qualify for consideration in the list

Employee Survey Components

For each survey statement employees rate two things: How satisfied they are with the performance of their organization in that area

How important that particular item is to their overall satisfaction with their organization

Statements rated on scale of -3 (not at all) to +3 (very)

Entirely subjective Counts for 500 points of 100 Best Nonprofits score Scored based on average satisfaction ratings of all responding employees and volunteers

The Employer Benefits Survey

A single employer representative, usually the HR director, completes this

Questionnaire on health, time off, retirement, work/life balance, career development and other benefits

Answers are objective; yes/no and numbers or percentages

Includes 15 Sustainable Practices questions used only for the 100 Best Green Companies to Work For scoring

Counts for 100 points of 100 Best Nonprofits score

Dynamic Between Satisfaction and

Importance Importance indicates expectations of employees within the workplace

Satisfaction indicates whether workplace is meeting those expectations

Gap between importance and satisfaction shows areas where employee morale may be most improved

Statements most important to Oregon nonprofit employees,

2011Imp.Rank

Survey Statement Sat.Rank

Avg.Score

1 Treatment by supervisors and management

7 2.68

2 Pride and belief in the organization

2 2.65

3 Flexibility to balance family, community and job obligations

3 2.64

4 Teamwork, cooperation and fun at work

8 2.59

5 Open and clear communications within organization

20 2.56

Statements Oregon nonprofit employees are most satisfied

with, 2011Sat.Rank

Survey Statement Imp.Rank

Avg.Score

1 Fairness for differing racial, gender, sexual-orientation, disability, age and economic groups

6 2.30

2 Pride and belief in the organization

2 2.23

3 Flexibility to balance family, community and job obligations

3 2.17

4 Progress of mission and purpose

9 2.07

5 Paid time off and leave benefits

7 2.07

Statements with biggest gaps between importance and

satisfaction, 20111 Opportunities for increases in pay and benefits

1.63

2 Adequacy and fairness of compensation across organization

1.22

3 Open and clear communications within organization

1.21

4 Opportunities for promotion and advancement

1.07

5 Timely discipline and termination for poor performance

1.06

What employees are saying

“My boss allows me to run my project as I wish. He is always available to listen or offer suggestions. He is an extremely positive person.”

“ I would like more interaction with my supervisor. I feel like much of the information about my role is filtered then communicated through a team member to me. This filtering can cause a break in the sense of teamwork.”



“There is a sense of pride among the people with whom I work, and a genuine sense of caring for one another. We do emotionally difficult work and thus need a large degree of trust with each other.”


“There is a lack of confidence and support in enabling a staff person to make decisions and execute a program without micromanagement from the top.”


“I love that we can bring our dogs and babies to work with us! It makes the work place so much less stressful. I also love all of the different ethnic foods and treats that employees bring in to share..”


“Obviously being a non-profit organization budget issues are always a concern However, employees should be rewarded with annual raises for doing such an amazing job.


“We support our clients to be independent in the ways that they can in a playful loving and respectful way that brings most days full of laughter and smiles!!! Our managers facilitate our (caregivers) ability to sustainably give care by supporting us with care!!”


“There are too many people in charge and they have a hard time trying not to step on each others toes and the direct workers can kind of be seen as less-than.”


“I work with the best people, producing great art, in a beautiful place. I feel supported and nurtured by the organization and my boss.”

100 Best Nonprofit Reports

Huge benefit of participation: Available to all participants that meet survey qualification requirements Minimum of 10 employee/volunteer surveys At least 10% of employees responding Completed employer survey

Free Basic report available Employee write-in comments and Comprehensive reports available for a fee

Easy and valuable way to pinpoint areas of strength and weakness

Average Category Scores, All Participating Nonprofits, 2011

82.672.4

80.9 74.7 72.9

91.5 88.6 90.8 88.2 89.4

0102030405060708090

100

Workenvironment

Management andcommunications

Mission andgoals

Careerdevelopmentand learning

Benefits andcompensation

Satisfcation Importance

Work Environment, All Participating Nonprofits, Satisfaction vs.

Importance 2011

1.7

1.7

1.9

2.3

2.2

2.4

2.3

2.6

2.5

2.6

0 0.5 1 1.5 2 2.5 3

Clearly defined policies and procedures

Quality and efficiency of physicalworkspace, tools and equipment

Teamwork, cooperation and fun at work

Fairness for differing racial, gender, sexual-orientation, disability, age and economic

Flexibility to balance family, community andjob obligations

Satisfaction Importance

Management & Communications, All Participating Nonprofits,

Satisfaction vs. Importance 2011

1.2

0.8

1.3

1.5

1.9

2.1

1.8

2.6

2.4

2.7

0 0.5 1 1.5 2 2.5 3

Rewards and acknowledgement for topperformance

Timely discipline and termination for poorperformance

Open and clear communications withinorganization

Regular feedback from supervisors on jobperformance

Treatment by supervisors and management


Mission & Goals, All Participating Nonprofits, Satisfaction vs.

Importance 2011

2.2

2.1

1.3

1.6

2.1

2.6

2.3

2.3

2.5

2.5

0 0.5 1 1.5 2 2.5 3

Pride and belief in the organization

Support for the broader community

Employee involvement in decision-making

Trust in management and/or Boarddecisions

Progress of mission and purpose


Career Development & Learning, All Participating Nonprofits,


1.7

1

1.7

1.5

1.6

2.5

2.1

2.5

2.1

2.3

0 0.5 1 1.5 2 2.5 3

Clear goals and expectations for agiven job

Opportunities for promotion andadvancement

Opportunities to grow and staychallenged

Support for off-site education andtraining

On-the-job training


Benefits & Compensation, All Participating Nonprofits,


0.7

2.1

1.4

1.6

1.1

2.3

2.5

2.2

2.4

2.4

0 0.5 1 1.5 2 2.5 3

Opportunities for increases in pay andbenefits

Paid time off and leave benefits

Retirement plan options and employercontribution

Health and wellness plan quality, optionsand cost

Adequacy and fairness of compensationacross organization


QuickTime™ and a decompressor

are needed to see this picture.

General conclusions Satisfying nonprofit employees in terms of pay, benefits and promotion remains a challenge

Clear, effective and regular communication by management with employees, as well as involving them in decisions, provides an opportunity to boost morale with less fiscal impact

General conclusions Team-building, acknowledgement and rewarding top workplace performers, and discipline of poor performers may also improve morale

Nonprofit employees value Work Environment highly so maintaining flexibility, work/life balance, family-friendly policies and sufficient time off is critical

General conclusions Employees also value Mission & Goals and are more satisfied with their organizations in this area; they take pride in their workplace and advancing the mission

Providing constructive feedback and being proactive in helping employees build skills and develop careers inspires great loyalty and strengthens the overall organization

Benefits of survey participation

It’s free Easy and convenient: accessible online from any computer or mobile device or on paper in English and Spanish

Dialogue with employees: Employees get a unique chance to voice their opinions confidentially

Honest feedback: Employers gain valuable insight about the business from those on the front lines.

Higher morale and efficiency The List Event and promotion Employee attraction and retention

100 Best Nonprofits schedule

Sign up: April 23 to June 15 Survey: April 23 through June 22 Scoring and ranking: Qualified nonprofits are informed in late July if they rank (though not where) among the top 100 nonprofits

Survey results: Participants may order a free overview of survey results or a more detailed report for a fee August through November

Event and list: The 100 Best Nonprofits will be honored Sept. 27 at a dinner event in Portland

List will be published in the October issue of Oregon Business and online at www.oregonbusiness.com

http://www.oregonbusiness.com/

Participating in our survey

The 2012 100 Best Nonprofits survey opens today!

At least 10 Oregon employees and/or qualified volunteers required

Sign up at www.oregon100best.com Questions: Contact me at 503-445-8828 or [email protected]

http://www.oregon100best.com/

mailto:[email protected]

how to wow employees

Documents

best companies

best nonprofits scoredynamic

best nonprofits scorescored

best nonprofits scoringused

best green companies

oregon nonprofit employees

overall satisfaction

oregon surveypublished