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Employee Engagement Sample Results. 2 Defining Employee Engagement Employee Engagement is a critical...

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Employee Engagement Sample Results
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Page 1: Employee Engagement Sample Results. 2 Defining Employee Engagement Employee Engagement is a critical measure of person-organization alignment Engaged.

Employee Engagement

Sample Results

Page 2: Employee Engagement Sample Results. 2 Defining Employee Engagement Employee Engagement is a critical measure of person-organization alignment Engaged.

2

Defining Employee EngagementDefining Employee Engagement

• Employee Engagement is a critical measure of person-organization alignment

• Engaged employees share a common set of attitudes and beliefs which, taken together, reflect a vital aspect of organizational health

- Pride and Commitment

- Job Satisfaction

- Motivation

- Advocacy

Page 3: Employee Engagement Sample Results. 2 Defining Employee Engagement Employee Engagement is a critical measure of person-organization alignment Engaged.

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Engagement Impact - ExamplesEngagement Impact - Examples

Why is it better to have employees with HIGH vs. LOW levels of engagement?

• An estimated 19% of the US workforce is disengaged, costing the US economy upwards of $300 Billion in lost productivity*

• Fortune's 100 Best Companies to Work For have had a 10.6% annual return since 1998, while companies listed on the S&P 500 have had only a 5.7% return in that period *

*Information from Izzo and Withers (2000)

Page 4: Employee Engagement Sample Results. 2 Defining Employee Engagement Employee Engagement is a critical measure of person-organization alignment Engaged.

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Engagement Impact – ContinuedEngagement Impact – Continued

Highly engaged companies are*:

• 29% higher in revenue• 50% more likely to have above-average customer

loyalty• 44% more likely to turn above-average profits

Highly engaged workgroups are**:• 44% higher retention• 56% higher in customer loyalty• 50% more productive• 33% more profitable*Information from Izzo and Withers (2000)**Information form The Right Group and Manpower (2002)

Page 5: Employee Engagement Sample Results. 2 Defining Employee Engagement Employee Engagement is a critical measure of person-organization alignment Engaged.

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Importance of EngagementImportance of Engagement

• It is essential that every person understands and commits to your business strategy—as stated in your brand, vision, mission or values—for your organization to be successful in the marketplace

• Employees must know specifically what they can do on their individual jobs each and every day to truly make a measurable difference in bottom line results

• Engagement must be based on strong diagnostics and executed with a focused, creative strategy designed to prove the impact on business results

Page 6: Employee Engagement Sample Results. 2 Defining Employee Engagement Employee Engagement is a critical measure of person-organization alignment Engaged.

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Results

Page 7: Employee Engagement Sample Results. 2 Defining Employee Engagement Employee Engagement is a critical measure of person-organization alignment Engaged.

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Survey ParticipationSurvey Participation

• 500 Surveyed 475 Responded = 95% response rate

• Margin of Error = +/- 1.1% @ 95% confidence

• Surveys were administered on-line and processed by Right Management

• Rating Scale: 5 4 3 2 1 Strongly Agree Neutral Disagree

Strongly Not Agree

Disagree Applicable

NA

Page 8: Employee Engagement Sample Results. 2 Defining Employee Engagement Employee Engagement is a critical measure of person-organization alignment Engaged.

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Sample CharacteristicsSample CharacteristicsJob Level

VPs & Above 8 1.7%Team Leader/Director 42 9.1%Team Member 413 89.2%

463 100.0%

DivisionClaims Services 163 38.7%

Account Services 110 26.1%Information Technology 40 9.5%Legal 40 9.5%Finance 36 8.6%Underwriting & Product Services 20 4.8%HR & Organizational Effectiveness 12 2.9%

421 100.0%

Tenure Less than 1 year 45 9.7%1 to up to 3 years 54 11.6%3 to up to 10 years 146 31.5%More than 10 years 219 47.2%

464 100.0%

LocationPhoenix home office 380 83.7%Tucson field office 39 8.6% Other field office 35 7.7%

454 100.0%

n %

Page 9: Employee Engagement Sample Results. 2 Defining Employee Engagement Employee Engagement is a critical measure of person-organization alignment Engaged.

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Interpretation GuidelinesInterpretation Guidelines

All Systems Go!

Warning

Red Alert!

% Favorable

60 or more

50-59

49 or less

Page 10: Employee Engagement Sample Results. 2 Defining Employee Engagement Employee Engagement is a critical measure of person-organization alignment Engaged.

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Theme Level Analysis Theme Level Analysis

60

60

66

34

24

19

21

18

17

59

49

50

50

26

26

17

22

19

21

23

17

0% 25% 50% 75% 100%

Executive Leadership

Communication

Reward & Recognition

Learning & Development

My Leader

Work Environment

Culture

Favorable Neutral Unfavorable Reliability Items

.85 8

.81 8

.92 11

.78 8

.82 8

.86 9

.91 8

Page 11: Employee Engagement Sample Results. 2 Defining Employee Engagement Employee Engagement is a critical measure of person-organization alignment Engaged.

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Item Level Analysis: Culture (8)Item Level Analysis: Culture (8)

72

78

80

87

25

26

16

17

14

11

9

45

63

35

67

18

39

19

17

11

8

9

4

29

0% 25% 50% 75% 100%

13. I t is safe to speak up here without fear ofretribution.

16. This organization encourages employees toopenly express differences of opinion.

17. Teamwork is strong in my team.

14. Everyone is treated equally here regardless oftheir race, ethnic origin, gender, age, sexual

orientation, etc.

18. I have opportunities to suggest innovativeideas at work.

12. This organization takes good care of itscustomers.

11. I am encouraged to share learnings and bestpractices.

15. I am encouraged to take ownership of mywork.

Favorable Neutral Unfavorable

469 4.20

470 3.96

472 3.93

471 3.86

471 3.70

472 3.64

472 3.21

472 2.90

Item N Mean

Employees feel encouraged to own their work, support one another and suggest innovative ideas; however, they don’t feel comfortable speaking up and expressing differences of opinion is not encouraged.

Page 12: Employee Engagement Sample Results. 2 Defining Employee Engagement Employee Engagement is a critical measure of person-organization alignment Engaged.

12

Qualitative Analyses

Page 13: Employee Engagement Sample Results. 2 Defining Employee Engagement Employee Engagement is a critical measure of person-organization alignment Engaged.

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One Improvement (N= 379)One Improvement (N= 379)• Employees recommended improvements to their benefits (e.g.,

higher salaries, telecommuting opportunities, additional time off)- Overall compensation, either through salary increases or significantly

increased vacation time

- More opportunities for telecommuting, as long as job duties are covered.

- Wages paid more fairly on the job and responsibilities, instead of by the broadband

- TYPE goals - to change or remove this process. Even though it has been addressed to let team members know if they are not participating, not all team members participate, yet receive tip goal payments

• Employees would like to have development plans and see improvements in the performance evaluation system

- Simplified performance evaluation system, and a improved HRIS

- Change how employees are reviewed. The 360 reviews are useless, and the milestone settings are too unreachable which discourages more than it encourages.

- Hold ALL employees accountable for their work performances/attendance

Page 14: Employee Engagement Sample Results. 2 Defining Employee Engagement Employee Engagement is a critical measure of person-organization alignment Engaged.

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What Not to Change (N= 206)What Not to Change (N= 206)• Employees like the benefits they receive (e.g., medical,

retirement plans, vacation, etc.)- I very, very, very much appreciate the benefits package provided to us.

It is unheard of in the business community and puts my mind at ease.

- No more additional costs associated with our health benefits.

- Flex time or working from home.

• Employees appreciate the organizations investment in employee development

- The opportunity for education offered to all of us. This benefit is better than any other company and this organization encourages everyone to take advantage of this.

- I would not want the education benefits to change, I love that this organization supports our personal and professional growth.

- The opportunities offered to move or learn about different aspects of the company or outside the company.

Page 15: Employee Engagement Sample Results. 2 Defining Employee Engagement Employee Engagement is a critical measure of person-organization alignment Engaged.

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Employee Engagement

Page 16: Employee Engagement Sample Results. 2 Defining Employee Engagement Employee Engagement is a critical measure of person-organization alignment Engaged.

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Defining Employee EngagementDefining Employee Engagement

• Employee Engagement is a critical measure of person-organization alignment

• Engaged employees share a common set of attitudes and beliefs which, taken together, reflect a vital aspect of organizational health

- Pride

- Job Satisfaction

- Motivation

- Advocacy

Page 17: Employee Engagement Sample Results. 2 Defining Employee Engagement Employee Engagement is a critical measure of person-organization alignment Engaged.

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Right’s Model of Employee EngagementRight’s Model of Employee Engagement

Satisfaction

Motivation

Pride

Advocacy

• Performance & Profitability

• Sales & Employee Attraction

• Customer Service

• Productivity

• Turnover

Employee Engagement Business Outcomes

TM

Page 18: Employee Engagement Sample Results. 2 Defining Employee Engagement Employee Engagement is a critical measure of person-organization alignment Engaged.

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73%

27%

Employee Engagement LevelEmployee Engagement Level

0%

50%

100%

60%

Low

Medium

High

30%

Engaged

Not Engaged

% E

ng

aged 48.5%

51.5%

Page 19: Employee Engagement Sample Results. 2 Defining Employee Engagement Employee Engagement is a critical measure of person-organization alignment Engaged.

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Employee Engagement Model Employee Engagement Model

2005 Survey

49%

60%

74%

75%

Right Benchmark*

60%

74%

86%

89%

81% products/services

74% employer

Pride

Advocacy

Motivation

Employee Engagement

Satisfaction

TM

92% 75%

*Best-in-Class Companies

- 14%

Reliability = .86

- 12%

- 14%

- 11% - 1%

- 11%

Page 20: Employee Engagement Sample Results. 2 Defining Employee Engagement Employee Engagement is a critical measure of person-organization alignment Engaged.

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Key Outcomes

Page 21: Employee Engagement Sample Results. 2 Defining Employee Engagement Employee Engagement is a critical measure of person-organization alignment Engaged.

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Key Outcome MeasuresKey Outcome Measures

45

17

32

75 7

24

0% 25% 50% 75% 100%

73. This organizationattracts the best people.

72. Taking everythinginto account, this

organization is a greatplace to work.

Favorable Neutral Unfavorable

469 3.97

468 3.11

Item N Mean

Page 22: Employee Engagement Sample Results. 2 Defining Employee Engagement Employee Engagement is a critical measure of person-organization alignment Engaged.

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RetentionRetention

Which statement best describes your current plans?

% Agree

I am leaving this organization as soon as I can 2%

I plan on leaving in the next 6 months 6%

I plan on being here another year but I am not sure after that 11%

I plan on being here for the next 2 years 26%

I have no plans whatsoever to leave 55%

Total 100%

Page 23: Employee Engagement Sample Results. 2 Defining Employee Engagement Employee Engagement is a critical measure of person-organization alignment Engaged.

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Driver Analyses

Page 24: Employee Engagement Sample Results. 2 Defining Employee Engagement Employee Engagement is a critical measure of person-organization alignment Engaged.

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Model of Organization PerformanceModel of Organization Performance

Item 2

Drivers Impact Engagement Impact Key Outcomes

Item 1

?

?

?

Item 3

?

Motivation

Satisfaction

Pride Advocacy Outcomes

Page 25: Employee Engagement Sample Results. 2 Defining Employee Engagement Employee Engagement is a critical measure of person-organization alignment Engaged.

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Key Driver Analysis EngagementKey Driver Analysis Engagement

Driver Impact Outcome

Employee Engagement*

MY LEADER .15

R = 36%2

*Composite measure of Advocacy, Pride, Motivation, and Satisfaction.

COMMUNICATION.17

REWARD & RECOGNITION .24

CULTURE.15

Page 26: Employee Engagement Sample Results. 2 Defining Employee Engagement Employee Engagement is a critical measure of person-organization alignment Engaged.

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Key Driver Analysis Employee AttractionKey Driver Analysis Employee Attraction

Drivers Engagement Impact Key Outcome

.13

Motivation

Satisfaction

Pride EmployerAdvocacy

EmployeeAttraction*

Communication

Reward & Recognition

My Leader

.25

.17

R = 39%2

44. This organization promotes employees who deserve it. (Reward & Recognition, 25%)

60. The Executive Team works well together. (Executive Leaders, 28%)

Culture

2. I feel well informed about what is going on. (Communication, 45%)

.18

.1543. This organization rewards its employees well compared to its competitors. (R&R, 35%)

Page 27: Employee Engagement Sample Results. 2 Defining Employee Engagement Employee Engagement is a critical measure of person-organization alignment Engaged.

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Segmentation Analysis

Page 28: Employee Engagement Sample Results. 2 Defining Employee Engagement Employee Engagement is a critical measure of person-organization alignment Engaged.

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Engagement – Great Place to Work MatrixEngagement – Great Place to Work Matrix

Gre

at P

lace

to

Wo

rk

HighLow

High

Stars55%

Disconnected

15%

Free Agents 15%

Benchwarmers 15%

Engaged

Page 29: Employee Engagement Sample Results. 2 Defining Employee Engagement Employee Engagement is a critical measure of person-organization alignment Engaged.

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Demographic SegmentationDemographic Segmentation Stars Bench Free-Agents

Saboteurs warmers

LevelVPs & Above (8) 100% 0% 0% 0%Team Leader/Director (42) 76% 10% 4% 10%Team Member (413) 44% 30% 1% 25%

TenureLess than 1 year 49% 29% 0% 22%1-3 years 37% 28% 3% 32%3-10 years 48% 31% 2% 19%More than 10 years 49% 26% 1% 24%

DivisionHR 75% 17% 0% 8%IT 58% 27% 0% 15% Legal 58% 25% 0% 18%Claims Services 48% 34% 1% 17% Finance 47% 22% 6% 25% Account Services 46% 23% 1% 30%Underwriting 35% 40% 0% 25%

Page 30: Employee Engagement Sample Results. 2 Defining Employee Engagement Employee Engagement is a critical measure of person-organization alignment Engaged.

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Key Differences Analyses

Page 31: Employee Engagement Sample Results. 2 Defining Employee Engagement Employee Engagement is a critical measure of person-organization alignment Engaged.

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Demographic DifferencesDemographic Differences

Key Variables Demographic VariablesLevel Location Division Tenure

My Leader

Culture

Work Environment

Executive Leadership Recognition & Rewards

Communications

Learning & Development

Engagement

Retention

Great Place to Work

Employee Attraction

Page 32: Employee Engagement Sample Results. 2 Defining Employee Engagement Employee Engagement is a critical measure of person-organization alignment Engaged.

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Demographic Differences - LevelDemographic Differences - Level

45%55%

81%

19%

100%

0%

49%51%

0%

20%

40%

60%

80%

100%

Team Member Director VPs & Above Overall

engaged disengaged

The ratio of engaged to disengaged employees is best among Team Leaders and VPs & Above

.8 to 1 4 to 1 8 to 1

Ratio

N=413 N=42 N=8

Page 33: Employee Engagement Sample Results. 2 Defining Employee Engagement Employee Engagement is a critical measure of person-organization alignment Engaged.

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Demographic Differences - LevelDemographic Differences - Level

3.94.3

4.8

0.0

1.0

2.0

3.0

4.0

5.0

Team Member Director VPs & Above

Great Place to Work

Team Members are significantly less positive about this organization as a Great Place to Work compared to VPs & Above.

N=413 N=42 N=8

Page 34: Employee Engagement Sample Results. 2 Defining Employee Engagement Employee Engagement is a critical measure of person-organization alignment Engaged.

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Summary & Implications

Page 35: Employee Engagement Sample Results. 2 Defining Employee Engagement Employee Engagement is a critical measure of person-organization alignment Engaged.

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Summary and ImplicationsSummary and Implications

• Strengths: Within team effectiveness (role clarity, support, etc.) 55% Stars overall Team Leaders and VPs are highly engaged

• Opportunity Areas: Cross functional effectiveness Communication and perception of leaders 25% Benchwarmers overall Team Member engagement scores are moderate

• Level of Engagement: Medium, 49%

• Drivers of Engagement: Reward & Recognition Communication My Leader Culture

Page 36: Employee Engagement Sample Results. 2 Defining Employee Engagement Employee Engagement is a critical measure of person-organization alignment Engaged.

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Next Steps

Page 37: Employee Engagement Sample Results. 2 Defining Employee Engagement Employee Engagement is a critical measure of person-organization alignment Engaged.

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Next StepsNext Steps

Executive

Managers

Employees

• Leadership Presentation of

Results

• Action Planning Sessions

• Employee Survey Communications

Strategic

Tactical

Feedback

EMPLOYEE OPINION

SURVEY DATA

Survey Data

Page 38: Employee Engagement Sample Results. 2 Defining Employee Engagement Employee Engagement is a critical measure of person-organization alignment Engaged.

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60%

46%

52%

48%50%

43% 44%

80%

44%

Question

Communication Culture Work Environment Learning & Development Reward & Recognition

Leader Executive Leadership One Improvement Don’t Change

Per

cen

tag

e

Analysis of Written CommentsAnalysis of Written Comments


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