Employee Engagement in the Community Sector - · PDF fileEmployee Engagement in the Community Sector ... • 7Ps model of workplace systems and practices ... voice engagement survey

Employee Engagement in the Community Sector


Community Sector Research

Dr Louise Parkes, Voice [email protected] 822 340


voice project

Our purpose and passion is ‘improving organisations by giving people a voice’

We specialise in organisational surveys of culture, engagement, leadership and service quality


agenda

• Engagement and wellbeing?

• 7Ps model of workplace systems and practices

• Profile of community services in Australia

- What difference does a decade make?

- How is it different to other industries?

- Does size matter?

• Workplace drivers of engagement

• Strategies to improve engagement


engagement

engaged employees

• Take pride in and talk positively about the organisation

• Believe in its mission

• Enthusiastic about their job

• Want to be/stay at the organisation

• Put in extra effort

• Volunteer to be involved

• Show initiative/proactivity

• Cope with changes to the way they do their job

• Are focussed on clients/customers

disengaged employees

• Cynical about the organisation & its aims

• Frequently complain about their job

• Want to leave or wish they could leave

• Do the minimum necessary

• Are negative, spread rumours & gossip

• Complain about status quo, but have no suggestions for improvement

• Resent changes to their daily activity

• Take “sickies”

• Lower customer service drive


Purpose Property Participation People Peace

resources

processes

technology

safety

facilities

passion / engagement

voice engagement survey – 7Ps modelModerate

>=80%50<80%<50%

HighLow

legend

organisation direction

results focus

mission & values

ethics

role clarity

diversity

leadership

supervision

recruitment & selection

cross-unit cooperation

learning & development

involvement

rewards & recognition

motivation & initiative

teamwork

talent

wellness

work-life balance

flexibility

organisational commitment

job satisfaction

intention to stay

progress

organisation objectives

change & innovation

customer satisfaction

performance appraisal

career opportunities

Langford, P. H. (2009). Measuring organisational climate and employee engagement: Evidence for a 7 Ps model of work practices and outcomes. Australian Journal of Psychology, 61, 185-198.


7 > 1000

32 200-999

18100-199

51 <100

employment services health promotion & advocacy community & advocacy disability services community housing

participants• Over 21,000 staff responses

• Surveyed Between 2012-2016

108 organisations

organisation sizenumber of employees



resources

processes

technology

safety

facilities


+7%

Changes since 2005

(10 NFPs, 3000+ employees)

sector profile – community servicesModerate

>=80%50<80%<50%

HighLow

legend


results focus

mission & values

ethics

role clarity

diversity

leadership

supervision




involvement



teamwork

talent

wellness

work-life balance

flexibility


job satisfaction

intention to stay

progress


change & innovation




Average Engagement 78% Favourable Range: 44% Fav – 93% Fav



+7%

+17%

+10%

+14%

Community Services are a high performing sector with a 6% higher average rating

resources

processes

technology

safety

facilities


sector profile – community servicesModerate

>=80%50<80%<50%

HighLow

legend


results focus

mission & values

ethics

role clarity

diversity

leadership

supervision




involvement



teamwork

talent

wellness

work-life balance

flexibility


job satisfaction

intention to stay

progress


change & innovation




+14%

+11%

+10%

+10%

- 6%


top rated items (90% Fav +)

Category Item

Mission & Values I believe in the overall purpose / values of / work done by this organisation

Diversity Sexual harassment is prevented and discouraged in this organisation

Role Clarity I understand how my job contributes to the overall success of this organisation

Teamwork I have good working relationships with my co-workers

Job Satisfaction I like the kind of work I do

Organisation Commitment

I am willing to put in extra effort for this organisation


top items compared to all-industries (+10% Diff)*

Category Item

Mission & Values I believe in the overall purpose, values of, & work done by this organisation

Ethics This organisation is socially responsible, & ethical

Performance Appraisal

My performance is reviewed and evaluated often enough

The way my performance is evaluated is fair

Motivation & Initiative

My co-workers take the initiative in solving problems, & put in extra effort whenever necessary

Safety Staff are aware of their work, health & safety responsibilities

Rewards & Recognition

I am satisfied with the benefits I receive (super, leave etc)

*Not including Passion


bottom rated items (<50% Fav)

Category Item

Cross-Unit Cooperation

There is good communication/co-operation between different sections in this organisation; knowledge and information are shared throughout this organisation

Career Opportunities

There are enough opportunities to: develop skills needed for progression; for my career to progress; spend time on career planning

Rewards & Recognition

I am satisfied with the income I receive


bottom items comp to all-industries (>-5% Diff)

Category Item

Technology This organisation makes good use of technology;

technology is kept up to date;

staff have good skills at using the technology we have

Cross-Unit Cooperation

There is good communication across all sections of this organisation


engagement and performance by size of organisation

45%

50%

55%

60%

65%

70%

75%

80%

85%

<100 100-199 200-999 >1000

Passion

OrganisationObjectives

Change & Innovation


engagement and performance by size of organisation

45%

50%

55%

60%

65%

70%

75%

80%

85%

<100 100-199 200-999 >1000

Passion

Flexibility

Recruitment &Selection

Leadership

Rewards &Recognition

Technology


ethics

results focus

career

opportunities

involvement

cross-unit

cooperation

supervision safety

technology

recruitment

& selection

processes

facilitiesrewards &

recognition

learning &

development

leadership

performance

appraisalresources wellness

flexibilityorganisation

direction

talentmotivation &

initiative

teamworkmission &

valuesrole clarity

work/life

balancediversity

higher association

hig

he

r p

erf

orm

ance

lower association

low

er

pe

rfo

rman

ce

priorities

strengths

drivers of engagement in community services


positive drivers 4 practices important for employee engagement that community service organisations are doing well

Mission & ValuesEmployees are strongly aligned with the purpose and values of the organisation

Results FocusThe organisation has a strong focus on achieving positive results

EthicsThe organisation is seen as ethical, particularly socially responsible

Role ClarityEmployees can see how their role contributes to organisation goals and success


leveraging purpose

1. How do you get your values off the wall and into action?

2. How do you reinforce the connection between job roles and organisation purpose for your support staff?

3. What are the powerful KPI’s in your organisation that drive continuous improvement and (the right) performance?

4. How do you check for alignment of behaviour/practices/policies with values?


key gaps 4 practices important for employee engagement that community service organisations could prioritise for improvement

Learning & Career OpportunitiesInvesting in skill development for current and future roles

Recruitment & SelectionAttracting and selecting people with the right fit

Cross-Unit CooperationSharing information and cooperating across team boundaries

InvolvementStaff have input into everyday decision-making, can voice concerns, and are consulted about change


increasing participation

1. How can you leverage performance discussions to incorporate learning and career planning?

2. Is change in your practice driven top-down by management, or bottom-up by passionate employees? Why do you think this is?

3. What are your most effective mechanisms for employees to raise concerns? What about ideas?

4. Do you recruit staff based on their beliefs and values? How?

5. How do you encourage and facilitate communication and cooperation between work groups?


further resources

www.voiceproject.com

• services – free change challenge team survey

• research – managing volunteers, supporting employees with a disability, case studies, blog

• free networking breakfast – diversity & inclusion

Dr Louise ParkesVoice Project

P: +61 2 8875 2803 M: 0412 822 340

E:[email protected]

http://www.voiceproject.com/

Documents

Employee Engagement in the Community Sector - · PDF fileEmployee Engagement in the Community Sector ... • 7Ps model of workplace systems and practices ... voice engagement survey