Bringing Best Practices, Engagement Programs, and Outstanding … · • Generates ideas and exerts discretionary effort to better the company. • Leads and participates in organization

McLean & Company 1

Bringing Best Practices, Engagement Programs, and

Outstanding Results to HR Departments

McLean & Company 2

Table of Contents

•McLean & Company Engagement Program Methodology

•Spinal Injuries Association’s PSW Results:

•Survey Participation

•Engagement Levels

•Engagement Drivers

McLean & Company 3

McLean & Company’s Engagement Program Methodology

McLean & Company 4

Engaged employees perform at a higher level than employees who are merely satisfied

Satisfied employees feel comfortable, and are generally

happy that their needs are being met.

Engaged employees feel energized, passionate, dedicated

and are highly involved with their work and the company.

Characteristics: Characteristics:

Minimum requirements met

Rarely help others for the better of the organization

Generally keep to themselves

Committed to the degree that needs are met

Stay at the organization because of what they get

from it.

Consistently exceed requirements

Highly involved and always help others

Recommend improvement opportunities

Have a sense of purpose and pride in their work

Stay at the organization for what they give to it.

Optimal

Performance

Average

Performance

“Employee engagement” is “job satisfaction” 2.0. A satisfied employee comes to work content

each day. An engaged employee is emotionally connected to their work and organization and exert

discretionary effort for the betterment of the company.

Employee engagement is the degree to which an employee is emotionally connected and committed to their organization and their role, exerting

discretionary effort for the betterment of the organization.

- McLean & Company

“ ”

McLean & Company 5

McLean & Company’s Engagement Program Methodology

Personal Disposition

Emotional Outlook Natural Tendencies State of Mind

Compensation Working Conditions Benefits

Retention Drivers

Engagement Drivers

Employee Empowerment

Development

Rewards & Recognition

Co-worker Relationships

Manager Relationship

Culture

Customer Focus

Company Potential

Department Relationships

Senior Mgmt Relationship

Job

Engagement

Organizational

Engagement

Overall Engagement

Manager

Trust

Senior

Mgmt Trust

McLean & Company 6

Employees can fall into one of four categories when it comes to their engagement level

4 Levels of Engagement

Engaged

Almost

Engaged

Indifferent

Disengaged

• Sense of ownership, passion, purpose and pride in the organization.

• Energized, enthusiastic and self-motivated.

• Considers the organization’s objectives over or equally to their own.

• Generates ideas and exerts discretionary effort to better the company.

• Leads and participates in organization and team events.

• Volunteers to take on extra tasks.

• Feels a sense of satisfaction and commitment to the organization.

• At times, motivated to go the extra mile.

• Considers the organization’s objectives and their own objectives equally.

• Participates in organization and team events.

• Sometimes volunteers to take on extra tasks.

• Does not feel a sense of purpose or pride in their work – it’s “just a job.”

• Puts in sufficient time to meet minimum requirements.

• Typically considers their own objectives and interests before the organization’s.

• Apathetic to work-related issues or events.

• Typically does not volunteer to take on extra tasks.

• Has little care for their job or organization. May not openly show dissatisfaction,

but their attitude is negative, affecting their work and peers.

• Does not meet requirements. Puts in time, but not effort.

• Disinterested in organizational objectives. Is focused on personal gains.

• Does not participate in organization or team events.

• Appears “checked out.” Complains about their role, the organization, their

manager and peers.

McLean & Company 7

Interpreting the Results

1 2 3 4 5 6

• McLean & Company has standardized on a 6-point scale for data collection.

• Respondents indicate their level of agreement to a statement by selecting one of six points on the scale.

• The 6-point scale forces respondents to make an opinion and answer on one side of the scale or the

other.

• Most importantly, it gives us the richness of data required to calculate the importance of each engagement

driver.

• We display your results in terms of top box (% of respondents who agree with the statement) and average

score out of 6.

Example Statement:

1= Strongly

Disagree

6= Strongly

Agree

Bottom Box Top Box

Answer:

> 60% -- High performing area

40%-60% -- Moderate concern

< 40% -- Serious concern

• Results are then colored accordingly based on their top box scores:

McLean & Company 8

PSW’s Results: Survey Participation

McLean & Company 9

PSW: Survey Participation

Employees Responses Response Rate 651 233 36%

Client Services 0%

Community Relations 0%

Corporate Services 0%

Employment Options 0%

Executive 0%

Finance 0%

Fundraising 0%

Fundraising and Communications 0%

Human Resources 0%

IT&T 0%

Peer Support Program 0%

PSP 100%

Risk Management and QA 0%

Spinal Education Awareness Team 0%

Townsville 0%

Department

Younger than 25

6%

25 to 3416%

35 to 4423%45 to 54

36%

Older than 5419%

Age

Female96%

Male4%

Gender

McLean & Company 10

PSW: Survey Participation -- Continued

CASUAL99%

FULLTIME0%

PARTTIME1%

Work

Off-site100%

On-site0%

Site

Hourly99%

Salary1%

Pay

Brisbane84%

Townsville16%

Location

Less than 3

months

0%

3 to 6 months0%

6 months to 1 year

19%

1 to 3 years37%

3 to 5 years21%

5 to 10 years

16%

10 to 20 years7%

20+ years0% Service

McLean & Company 11

PSW’s Results: Engagement Level

McLean & Company 12

45%

19%

16%

21%

Overall Engagement

31%

57%

22%

14%24%

14%

24%15%

Job Engagement Organization Engagement

Disengaged Indif ferent Almost Engaged Engaged

Ratio 0.5:1

PSW's ratio of engaged to disengaged employees is 0.5:1

The benchmark ratio of engaged to disengaged is 1.3:1

The benchmark percent of engaged employees is 32%

21% of PSW’s Employees are Engaged

n = 211

Spinal Injuries Association's ratio of engaged to disengaged employees is 0.6:1

McLean & Company 13

45%

73%

51%

44%

41%

39%

19%

9%

14%

18%

23%

20%

16%

17%

16%

15%

20%

21%

18%

17%

22%

22%

22%

0% 20% 40% 60% 80% 100%

Overall Engagement

Younger than 25

25 to 34

35 to 44

45 to 54

Older than 54


Engagement Results by Age

n = 233

McLean & Company 14

45%

44%

57%

19%

20%

16%

16%

14%

21%

21%

29%

0% 20% 40% 60% 80% 100%

Overall Engagement

Female

Male


Engagement Results by Gender

n = 232

McLean & Company 15

45%

31%

53%

39%

47%

38%

19%

31%

16%

17%

13%

25%

16%

20%

10%

11%

31%

19%

21%

17%

21%

33%

9%

19%

0% 20% 40% 60% 80% 100%

Overall Engagement

6 months to 1 year

1 to 3 years

3 to 5 years

5 to 10 years

10 to 20 years


Engagement Results by Service

n = 233

McLean & Company 16

PSW’s Results: Engagement Drivers

McLean & Company 17

18%

20%

19%

28%

32%

23%

32%

56%

40%

45%

42%

50%

53%

45%

35%

61%

33%

38%

56%

55%

56%

35%

37%

56%

61%

59%

0% 20% 40% 60% 80% 100%

Benef its

Compensation

Working Conditions


Senior Management Relationship

Customer Focus

Company Potential

Culture

Rewards and Recognition

Development

Manager Relationships



<40%

40%-60%

>60%

Benchmark Score

High Level Driver Results

n = 211

McLean & Company 18

Development


Company Potential


Culture

Rewards and Recognition

Customer FocusDepartment

Relationships

Senior Management Relationship

Compensation

BenefitsCo-worker

Relationships

Working Conditions

Improve

Evaluate

Leverage

Maintain

Low

High

Low High

Driver

Importance

Driver Score

Job Driver Organization Driver Retention Driver

PSW Should Focus on the Improve Quadrant First

McLean & Company 19

29%

35%

41%

58%

71%

86%

48%

48%

60%

50%

74%

74%

0% 20% 40% 60% 80% 100%


<40% 40%-60% >60% Benchmark Score

n = 211

Leverage - Employee Empowerment

I clearly understand what is expected of me

on the job

I am not afraid of trying out new things in my

job

I have all the tools and equipment I need to

do a great job

I am empowered to make decisions about

how I do my work

If I make a suggestion to improve something

in my department I believe it will be taken

seriously

I am given the chance to fully leverage my

talents through my job

McLean & Company 20

18%

32%

37%

41%

28%

42%

37%

39%

0% 20% 40% 60% 80% 100%

Development


n = 211

Improve - Development

In the last year, I have received career

advice from someone within the Association

I can advance my career in the Association

In the last year, the training I have received

has really helped me do my job better

In the last year, I have received an adequate

amount of training

McLean & Company 21

20%

21%

28%

35%

28%

41%

0% 20% 40% 60% 80% 100%

Rewards & Recognition


n = 211

Evaluate - Rewards and Recognition

Promotions in my department go to those

who deserve them the most

If I do a good job, I receive rewards that I

value

I am recognized when I go above and

beyond the call of duty

McLean & Company 22

27%

43%

56%

57%

68%

61%

47%

63%

61%

71%

0% 20% 40% 60% 80% 100%



n = 211

Maintain - Co-worker Relationships

I have a good friend at the Association

My co-workers never back-stab me

I know that my co-workers will help me out

when the going gets tough

My co-workers care about me as a person

I really like the people I work with

McLean & Company 23

20%

22%

28%

34%

45%

46%

49%

58%

75%

39%

44%

53%

47%

62%

62%

60%

61%

78%

0% 20% 40% 60% 80% 100%



n = 211

Improve - Manager Relationships

My manager helps me develop my career

My manager inspires me to improve

My manager helps me achieve better results

My manager provides me with high quality

feedback

My manager cares about me as a person

I trust my manager

My manager understands my job very well

In my last performance review, my manager

accurately reflected my performance

My manager trusts me to do my job well

McLean & Company 24

36%

41%

46%

57%

47%

60%

50%

67%

0% 20% 40% 60% 80% 100%

Culture


n = 211

Leverage - Culture

The Association has a collaborative work

environment

The Association has a very friendly

atmosphere

The Association contributes to our

community

I identify well with the Association's values

McLean & Company 25

25%

26%

36%

40%

48%

56%

59%

60%

0% 20% 40% 60% 80% 100%

Customer Focus


n = 211

Evaluate - Customer Focus

Our customers love our services

The Association's services are better than

its competitors

Customer satisfaction drives most things

the Association does

The mission/purpose of the Association is

well-aligned with customer needs

McLean & Company 26

28%

40%

42%

43%

49%

54%

51%

63%

53%

56%

0% 20% 40% 60% 80% 100%

Company Potential


n = 211

Improve - Company Potential

I fully understand the Association's overall

business strategy

I am impressed with the quality of people at

the Association

The Association has a bright future

People in the Association often go above

and beyond the call of duty

People in the Association are committed to

doing high quality work

McLean & Company 27

18%

19%

20%

27%

39%

34%

0% 20% 40% 60% 80% 100%



n = 211

Evaluate - Department Relationships

Our department is consulted when other

departments make key business decisions

that affect us

The contributions of my department are

recognized by other departments

Departments work very well together to

get things done

McLean & Company 28

21%

21%

25%

26%

28%

35%

38%

29%

34%

28%

39%

39%

47%

48%

0% 20% 40% 60% 80% 100%

Senior Management Relationships


n = 211

Evaluate - Senior Management Relationship

The Association Management Team (AMT)

regularly solicits feedback from employees


inspires me


acts on the feedback from employees

I understand the rationale behind most of the

business decisions made by the

Association Management Team (AMT)


deeply cares about their employees

I trust the Association Management Team

(AMT)

I have great confidence in the integrity of the

Association Management Team (AMT)

McLean & Company 29

16%

21%

21%

33%

35%

36%

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Compensation


n = 211

Evaluate - Compensation

I will be compensated fairly if my

performance exceeds expectations

My salary is competitive with similar jobs

that I might find elsewhere

I am satisfied with the remuneration/pay I

receive for the work I do

McLean & Company 30

13%

19%

22%

34%

48%

52%

0% 20% 40% 60% 80% 100%

Benefits


n = 211

Evaluate - Benefits

We have many unique perks at the

Association

My benefits are competitive with similar jobs

I might find elsewhere

I am satisfied with my benefit package

McLean & Company 31

27%

40%

56%

62%

64%

73%

74%

39%

56%

69%

52%

59%

68%

83%

0% 20% 40% 60% 80% 100%

Working Conditions


n = 211

Maintain - Working Conditions

We have enough staff on our team to get the

job done

People are treated fairly in my department

I am never emotionally harassed at work

I find my stress levels at work manageable

I am able to maintain a balance between my

work and personal life

I have not seen incidents of discrimination at

the Association based on age, gender,

sexual orientation, religion, or ethnicity

I am always physically safe while at work

McLean & Company 32

58%

61%

71%

60%

66%

74%

0% 20% 40% 60% 80% 100%




n = 211

I rarely dwell on failures but rather see them

as learning opportunities

I believe I will meet the life goals I set for

myself

My friends outside work would describe me

as having a very positive attitude

McLean & Company 33

20%

30%

37%

42%

0% 20% 40% 60% 80% 100%

Trending


Trending

n = 211

I am more satisfied with the Association

now than I was a year ago

I am more satisfied with my job now than I

was a year ago

McLean & Company 34

61%

62%

64%

68%

71%

71%

73%

74%

75%

86%

66%

52%

59%

71%

74%

74%

68%

83%

78%

74%

0% 20% 40% 60% 80% 100%

10 Highest Performing Areas

n = 211

I clearly understand what is expected of me on the

job


I am always physically safe while at work

I have not seen incidents of discrimination at the

Association based on age, gender, sexual

orientation, religion, or ethnicity

My friends outside work would describe me as

having a very positive attitude

I am not afraid of trying out new things in my job

I really like the people I work with

I am able to maintain a balance between my work

and personal life


I believe I will meet the life goals I set for myself

McLean & Company 35

13%

16%

18%

18%

19%

19%

20%

20%

20%

20%

34%

33%

27%

28%

48%

39%

37%

39%

34%

35%

0% 20% 40% 60% 80% 100%

10 Lowest Performing Areas

n = 211

We have many unique perks at the Association

I will be compensated fairly if my performance

exceeds expectations

Our department is consulted when other

departments make key business decisions that

affect us

In the last year, I have received career advice from

someone within the Association

My benefits are competitive with similar jobs I might

find elsewhere

The contributions of my department are recognized

by other departments

I am more satisfied with the Association now than I

was a year ago

My manager helps me develop my career

Departments work very well together to get things

done

Promotions in my department go to those who

deserve them the most

McLean & Company 36

-3%

-3%

-3%

0%

2%

5%

5%

8%

10%

12%

-5% 0% 5% 10% 15%

Top 10 Questions Against the Benchmarks

Your Score Minus Benchmark

Top 10 Scores Higher than Benchmark

n = 211

I clearly understand what is expected of me on the

job


I have all the tools and equipment I need to do a

great job

I am able to maintain a balance between my work

and personal life

I have not seen incidents of discrimination at the

Association based on age, gender, sexual

orientation, religion, or ethnicity

In the last year, I have received an adequate amount

of training

In the last year, the training I have received has really

helped me do my job better


I rarely dwell on failures but rather see them as

learning opportunities

My friends outside work would describe me as

having a very positive attitude

McLean & Company 37

-21%

-22%

-23%

-23%

-25%

-26%

-29%

-29%

-30%

-35%

-40% -30% -20% -10% 0%

Bottom 10 Questions Against the Benchmarks

Your Score Minus Benchmark

Top 10 Scores Lower than Benchmark

n = 211

I have a good friend at the Association

I am satisfied with my benefit package

The Association's services are better than its

competitors

My benefits are competitive with similar jobs I might

find elsewhere

I fully understand the Association's overall business

strategy

My manager helps me achieve better results

Customer satisfaction drives most things the

Association does

Our customers love our services

My manager inspires me to improve

The Association has a bright future

McLean & Company 38

For more information, please call

1-877-281-0480 (+1-519-936-2659)

Or visit us online at www.mcleanco.com.

http://www.abcresearch.com/

Documents

Bringing Best Practices, Engagement Programs, and Outstanding … · • Generates ideas and exerts discretionary effort to better the company. • Leads and participates in organization