Measuring and Improving Employee Morale

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2014 Best Companies• Google!

• SAS!

• The Boston Consulting group!

• Edward Jones!

• Quicken Loans

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Working at

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Working at

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Gallup poll findings!33% Actively Engaged 49% Disengaged 18% ActivelyDisengaged

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Active disengagement“actively disengaged employees are more or less out to damage their company. They monopolize managers’ time; have more on-the-job accidents; account for more quality defects; contribute to ‘shrinkage,’ as theft is called; are sicker; miss more days; and quit at a higher rate than engaged employees do. Whatever the engaged do — such as solving problems, innovating, and creating new customers — the actively disengaged try to undo.”

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Consultancy project15% of your workforce have been identified as being actively disengaged - how will you turn it

around

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Measurement

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Design a survey to measure morale?

design your survey based on interviews with people in the room

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Why does measurement fail?

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Data linked to the important!

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Senior managers actively seek and

action data!!

Obsessed with employee insights!

8020

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Gallup's Q12 Survey. !The 12 questions are (rated on a scale from 1 to 5): !1. Do I know what is expected of me at work? !2. Do I have the materials and equipment that I need in order to do my work right? !3. At work, do I have the opportunity to do what I do best every day? !4. In the last seven days, have I received recognition or praise for doing good work? !5. Does my supervisor, or someone at work, seem to care about me as a person? !6. Is there someone at work who encourages my development? !7. At work, do my opinions seem to count? !8. Does the mission or purpose of my company make me feel that my job is important? !9. Are my coworkers committed to doing quality work? !10. Do I have a best friend at work? !11. In the past six months, has someone at work talked to me about my progress? !12. This past year, have I had opportunities at work to learn and grow? !

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A New Model

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Would recommend to a friend?

Extremely unlikely

Promoter Passive Detractor

10 9 8 7 6 5 4 3 2 1 0

Extremely likely Neutral

Growth=Promoters-Detractors

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Extremely unlikely

Promoter Passive Detractor

10 9 8 7 6 5 4 3 2 1 0

Extremely likely Neutral

Exercise 4 - page 27

NPS - A panacea or overstated?

NPS -Its Detractors •Not the only measure •Lacks Differentiation •Fails to predict •Not enough on its own

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“If your surveys need to be anonymous, you don’t need a survey - you already

know the answer” Peter Block the empowered manager17

Exercise: How are morale and motivation different

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Motivation = individual!Morale = Group!

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Motivation linked to performance!Improved Morale linked to environment!

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The role of the leader!

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Primary Embedding Mechanisms Secondary Articulation and Reinforcement Mechanisms

What leaders pay attention to, measure, and control on a regular basis.

Organization design and structure

How leaders react to critical incidents and organizational crises. Organizational systems and procedures

Observed criteria by which leaders allocate scarce resources. Organizational rites and rituals

Deliberate role modeling, teaching, and coaching

Design of physical space, facades, and buildings

Observed criteria by which leaders allocate rewards and status.

Stories, legends, and myths about people and events.

Observed criteria by which leaders recruit, select, promote, retire, and excommunicate organizational members.

Formal statements of organizational philosophy, values, and creed.

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The control of motivation is only understood to a limited extent. There are many different approaches of motivation training, but many of these are considered pseudoscientific by critics. To understand how to control motivation it is first necessary to understand why many people lack motivation.

Health warning?

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Outward signs of de-

motivation?

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Lack of confidence!Worry!Negative opinions!A feeling of no future here!Feeling unimportant!Not knowing what is going on!False recognition!Lack of training!

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Richard Denny’s laws of motivation

1 You have to be motivated to motivate 2 Everybody has a motivational fuse 3 Motivation requires a goal 4 Challenge only motivates if you can win 5 Seeing ourselves progressing motivates us 6 Motivation requires recognition 7 Participation motivates 8 Group belonging motivates 9 Motivation, once established, never lasts as the

environment keeps changing