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Employee Engagement Survey
A COMPREHENSIVE EMPLOYEE ENGAGEMENT SURVEY PROCESS Engagement has been hailed as the secret ingredient in competitive advantage and organisational success. It is an intuitive concept: Committed, aligned and passionate employees are good for the business. Were believers. Our firm was founded 40+ years ago on this principle.
WEIGHING THE COW DOESNT MAKE IT ANY HEAVIERIf your organisation is like many, you might be survey-weary, frustrated that your annual survey process loses steam during action planning, and does little to inspire the discretionary effort and bottom-line results that high engagement promises. Thats because surveys alone dont change anything. People and sound workplace practices do.
BlessingWhites approach, therefore, is designed to provide practical, actionable insights and a framework for driving shared accountability and action to increase engagement every day.
BEST PRACTICESOur most successful employee engagement initiatives use a multi-faceted approach:
Demonstrate Senior Team commitment in deeds and in words to building a culture of engagement
Provide a clear and practical working definition of employee engagement (not to be confused with mere job satisfaction)
Establish roles for executives, managers and individuals in making the engagement of each employee a daily priority
Develop Engagement Champions throughout the organisation to support the initiative during and in between survey cycles
Run an engagement survey on a regular cycle with a focus on continuous improvement of internal results (not a score or comparison against external benchmarks) and achievement of strategic priorities
Communicate findings and organisation-wide action plans in an open and honest fashion
Equip managers to involve their teams in understanding and taking action on the findings within their control and influence
Have a well-planned organisational cascade strategy
INDIVIDUALS: Ownership, clarity and actionMANAGERS: Coaching, relationships and dialogue.EXECUTIVES: Trust, communication and culture.
Visit http://blessingwhite.com/video/shared-responsibility-of-employee-engagement/ to see a video of
the Shared Responsibility model.
DIFFERENTIATING FEATURES OF OUR APPROACH
Short, focused, actionable survey (28-40 questions) An intuitive engagement definition and framework Summative indices that reflect our exclusive model
of shared responsibilities (executive, manager and individual)
High-touch, consultative scoping and reporting process
Customisable to focus on specific organisational concerns
Straightforward team meeting guidelines for driving local ownership and action
An online portal to support local commitments and hold managers accountable for working with their teams to increase engagement
SCOPINGYou and BlessingWhite agree on specific items, customisation as appropriate, demographics to shape reporting, external benchmark, translations, engagement champion identification, special requirements (e.g., kiosks to supplement online rollout), communications strategy and schedule.
SET UP Using our Implementation Tools, you orchestrate
meetings and communications to set the context of the survey process in achieving your organisations strategic objectives.
You supply a list of all employees with their email addresses and their appropriate demographic information, such as immediate manager, department, division, performance quadrant, etc.
You and BlessingWhite ensure, as appropriate, that leaders and engagement champions understand the roles they need to play in supporting the initiative.
Survey(s) and email invitations are approved and tested.
DATA COLLECTION BlessingWhite sends a unique survey link to all
employees Employees complete the survey anonymously Response rates are provided daily BlessingWhite sends out reminder emails as
ANALYSIS & REPORTINGBlessingWhite provides a preliminary overview of the findings to you and confirms the focus and design of a presentation to your senior leaders. Together we identify elements to focus on as an organisation and recommendations that suit your specific culture and strategic imperatives.
BlessingWhite senior consultants lead an interactive presentation of the findings and recommendations for the senior team, with the goal of creating organisation-wide action and communications plans.
THE FOLLOWING REPORTS ARE PROVIDED High-Level Engagement Report (HER),
which provides a summary of findings for the organisation as a whole.
Organisational Summary Report for senior leaders, which provides a comprehensive analysis of findings, insights and recommendations (as well as a review of engagement fundamentals).
Stoplight Report illustrating favourability across demographics, color-coded to easily spot areas (or managers) with potential best practices to replicate or challenges to investigate.
Snapshot Analysis Reports for agreed-to demographics (e.g., departments) and for managers with a team of 6 or more direct reports. These reports include not only actionable insights and interpretation guidelines but also guidelines for conducting productive team meetings to increase engagement levels.
Stoplight Drilldown Reports are identical in format to the standard Stoplight Reports. However, they are typically only provided to higher level leaders and provide visibility into all workgroup data that roll up into them through the organisational hierarchy.
Note: Data for demographic categories of 5 respondents or fewer will not be included in reports to protect employee anonymity.
COMMUNICATIONS & ACTION Using the Town Hall template from the
Implementation Tools, you work with senior leaders to shape the most meaningful cascading communications of findings and actions. In addition to sharing survey results, leaders set the expectation that every member of the workforce owns a piece of the engagement equation.
Your managers conduct team meetings to drive local accountability and action, using the Team Meeting Agenda in the Snapshot Analysis Report. They summarize the outcomes of the meeting and provide feedback on their experience through the online Engagement Portal.
Individuals at all levels take identified actions. Managers conduct follow-up team meetings to track
progress on agreed-to actions. TRACKINGThe Engagement Portals automated reminder system sends emails to encourage managers to summarize the outcomes of their team meetings online. You track, through the admin site, whether managers have completed their team meetings, the outcomes of those meetings, and how managers feel about the process. These insights help ensure accountability and support the sharing of challenges and ideas for increasing engagement.
ACTIONS: CREATING A CULTURE OF ENGAGEMENTBlessingWhite can also help you chart a course of action to equip key members of your workforce to effectively own their pieces of the engagement equation. The plan is based on the surveys key findings, your strategic priorities, your other talent management initiatives and any organisational constraints. It also pulls from proven BlessingWhite content and processes for example:
INDIVIDUALSTaking Control of Your Engagement | Its Your Career | Managing Professional Growth (MPG)
MANAGERSThe Engagement Portal | The Engagement Equation | Career Coaching | Helping Others Succeed | Leading Technical People+
EXECUTIVES / SENIOR LEADERS Leading Out Loud | Executive Coaching | Why Should Anyone Be Led By You? | Senior Team Coaching & Consulting
HR LEADERSThe Engagement Model (X) License | Engagement Champion Certification | Consulting Services
THE ENGAGEMENT EQUATIONManagers attend up to one day of learning activities exploring what they can do on a regular basis to increase and sustain employee engagement. BlessingWhite facilitators conduct the training or certify your internal engagement champions to present our proprietary engagement model and conduct the manager sessions.
The activities and workbook content cover: Engagement Fundamentals: A review of what
engagement is, why it matters, what drives (or damages) it and the roles and responsibilities of executives, managers and individuals.
Engagement Essentials: Three leadership actions that support increased engagement (Establishing Trust, Building Confidence, Unleashing Potential).
Engagement Conversations: Planning and practice in exploring and coaching to team members unique engagement drivers in a structured meeting or through continuous, informal dialogue.
Values, Goals, StrategyVa
A PRAGMATIC FRAMEWORK
Visit http://www.blessingwhite.com/video/employee-engagement-survey-x-model/ to see a video of the X model of employee engagement
Ref. Code: EmployeeEngagementSurvey01 01 2016A4_01.06.2016.indd
2015 BlessingWhite, a Division of GP Strategies Corporation. All rights reserved. BlessingWhite and BlessingWhite with logo design are trademarks of GP Strategies
Corporation. GP Strategies and GP Strategies with logo design are trademarks of GP Strategies Corporation. All other trademarks are trademarks or registered
trademarks of their respective owners.
Maintaining Momentum: Strategies and a meeting agenda for helping the team keep commitments they made to take control of their engagement.
Engagement Tips & Best Practices: Ideas for addressing career challenges, recognition, employee involvement, development and other factors that influence employee engagement.
Appendix: Forms and References: Worksheets that support ongoing action and additional resources, like employee engagement research highlights.
TAKING CONTROL OF YOUR ENGAGEMENTIndividuals attend either a 2-hour virtual experience or a half-day in person session that equips them to assess, increase and sustain their engagement levels maximising both performance and satisfaction so that your organisation can build a vibrant workforce and reach your business goals.
The activities and workbook content cover: What is Engagement & Why is it Important? Your Starting Point. Where are You? assess their
engagement level Taking Control of Your Satisfaction clarify
personal values and job conditions Taking Control of Your Contribution consider
how interests and talents align with the goals of the organisation
Your Strategy identify actions to increase satisfaction and contribution to become more engaged
MANAGING PROFESSIONAL GROWTH (MPG )Individuals attend a 1-day interactive experience that focuses on a systematic, ongoing process of feedback, analysis, planning and action that enables them to increase satisfaction in their current job and align their development efforts with your organisations strategy.
The activities and workbook content help participants: Clarify expectations and priorities of their role and
their manager Improve satisfaction, performance and development Strengthen the employee-manager partnership Increase alignment with their organisations strategy Identify opportunities for professional growth Increase their engagement
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