A Premier Provider of Workplace & Culture Consulting

Offered by The Coffman Organization, Inc.

Real-Time Employee Engagement • Individual Reports

• Immediate Results

• Meeting Process

• Action Plans

NEXUS

The Next Generation

Real-Time Employee/Team Engagement:

The best seller, First, Break all the Rules (Marcus Buckingham and Curt Coffman)

introduced a set of twelve items (Gallup’s Q12) that scientifically linked employee

perceptions about their job to key business outcomes.

But “analysis” isn’t the outcome we are after…

Research shows that while 95% of all employees have completed a survey, less than

5% report having had a great experience with the process!

Our new book, Culture Eats Strategy for Lunch (Curt Coffman & Dr. Kathie

Sorensen), furthered the research by asking the question: “what do great cultures do

differently to build and sustain engagement and create an outstanding experience

for people involved in the process?”

Organizations began to measure a critical variable that wasn’t always visible to the

naked eye, but the business results were. Consulting firms grew with survey tools,

reporting methods and sophisticated portals for data access & analysis. Survey frenzy

was (and is) rampant.

Why we created NEXUS…

Effective engagement is built in hours, not

months! Great organizations are made up of

strong local teams and that is where the action

happens.

NEXUS allows you to begin the survey process at the most local level and then roll-

up the results for overall company, departments and reporting structures. Building

local engagement is primary and begins immediately.

PLUS -after each person completes the survey; they receive an immediate

confidential strengths-based report on how they can be their best.

Teams can survey at 10:00am and review/discuss the results as a team at noon with

national comparisons and an active role for each member to play. Managers have

immediate access to results through the NEXUS Gateway Portal and can use the

Agenda Builder tool to prepare for the meeting.

NEXUS

Real-Time Employee/Team Engagement:

NEXUS is for:

• Organizations who want a new and energizing

approach to their annual engagement survey.

• Managers/teams who want the efficiency of building

momentum from the survey to the feedback and action

planning.

• Companies wanting to connect their engagement

process to their business imperatives - engaging

people in the business of the business.

• Individual managers/teams who are struggling with

“what to do” about employee engagement and “how

to” strengthen it.

• Organizations that want to develop great managers

who connect people to their goals and opportunities.

• Individuals who want to discover how to use their

talents / strengths to create success at and away from

work.

Anyone interested in making employee engagement –

ENGAGING!

It couldn’t be

easier:

NEXUS

Real-Time Employee/Team Engagement:

Your role:

1. Tell us your goals.

2. Set the date and send us your HRIS file.

3. Approve the communications, timeline and reporting plan.

We take it from there:

4. Inviting your people to take the survey and get their own

personal report (for their eyes only).

5. Delivering simple, easy-to-use reports for managers &

teams.

6. Supporting your managers with personalized feedback,

Agenda Builder, and tips for conducting the meeting.

7. Presenting your executives with an “energy map” for the

entire organization and a quick, easy way to review their

managers’ action plans.

And survey-to-survey follow-up and education:

8. Manager development tools and periodic “drips” that

encourage managers with practical actions to engage their

teams.

9. Checkpoints to identify successes and support managers in

recognizing and celebrating their team’s accomplishments.

NEXUS –Half the time. Half the cost.

3 TIMES THE IMPACT.

NEXUS

Real-Time Employee/Team Engagement:

Insight report: Our survey includes a set of items that have shown linkage to

actual outcomes and results. We don’t stop with questions

however. We also ask people to explore their preferences and

priorities for work and what enables them to be highly

productive.

Based on the individual’s input, we are able to identify key

energizers in the areas of relationships, talent discovery and

areas that will enable effective growth. Upon completion of

the survey, people are provided a confidential and distinct

report.

These developmental statements have been derived from the

study (quantitative and qualitative) of highly successful people

and span over 30 years of study. Here are just a few of the

thousands that are built around the person.

Personal Report:

NEXUS

Real-Time Employee/Team Engagement:

Manager

Connection:

Each manager will receive their results, meeting agenda and

action planning tools through Manager Connection™. This

portal allows managers to have real time access to everything

needed for a great meeting experience.

When the survey has been

completed the manager will be

sent a link to login and create

the their password and

preferences.

Once they have registered, they

can access:

- Results (in an easy to use

format).

- Recommendations (specific

to the group’s findings).

- Agenda Builder (custom

to their situation).

- Action Plan (how to unleash

productive energy).

- Resources (to further

understanding of items).

- Regular Posts (great

manager practices).

Contact us at 888-999-8940 or

Nexus@CoffmanOrganization.com for more information

C o f f m a n o r g a n i z a t i o n

Recommendations Marketing Administration

Everyday I clearly see the value I bring to this organization

(see my value)

It is very important that you keep an inventory on those things that you value the most. Instead of investing time in what is

absent, sort through the real value drivers and invest there.

I am a member of one of the strongest teams in the

organization. (strongest team)

There is tremendous pride and attraction to this team. While pride is evident it is lacking in specifics. Clearly identify those

characteristics that are admired inside and outside the group.

My manager does a good job of coaching me to build on my

strengths. (coaching to strength)

Helping members know “who they are” starts with identifying what they do better than anyone else on the team. We are often

blind to our strengths and need others to discover us.

I am extremely satisfied with this organization as a place to work.

(overall satisfaction)

Overall satisfaction falls below engagement here and can mean that there is a disconnect between what we do and how it

contributes value. Map each person’s line of sight.

I know the outcomes for which I am responsible. (know outcomes)

Instead of defining best practices, look at the systems that

reliably produce desired outcomes. Don’t legislate the steps,

legislate the outcomes.

The following recommendations are specific to your team, the percentile responses and patterns of items strength.

© The Coffman Organization, Inc. All Rights Reserved Confidential analysis for Marketing Administration