1. Local Points of Contact Webinar
Trelleborg
Employee Engagement
Thank you all for taking time to join us today.
Recording:
Hello. Thank you for taking time to view this webinar.
Local Points of Contact Webinar
2015

2. Agenda Employee Engagement Overview
Employee Engagement Survey Process Overview, Timeline, and Survey Details
Local Points of Contact Resources and Responsibilities
This webinar is intended to provide you with more information about engagement, the upcoming survey, and the important role you will play in this initiative. Our focus will be primarily on the survey itself, as well as the activities leading up to the survey launch date.
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3. Employee Engagement Overview
Let’s begin by looking at what engagement is and why we measure it.
Overview
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4. What is Engagement?
Employee Engagement is an employee’s psychological and emotional commitment to their organization
Employee Engagement = Discretionary Effort
Engaged employees are involved in, enthusiastic about, and committed to the work they are doing
Employee Engagement is an employee’s psychological and emotional commitment to their organization. Trelleborg defines engagement as the degree to which employees feel committed and connected to their company, and as such, the level of effort they are inspired to put forth on a daily basis.
Engagement is about the amount of discretionary effort that an employee puts into their work. When we talk about discretionary effort, we are talking about the effort an employee puts forth that is above and beyond the basic requirements.
An engaged employee wants to do more than the bare minimum. They are involved in, enthusiastic about, and committed to their work.
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5. Why Measure Employee Engagement?
Engaged teams are more productive, profitable, safer, and efficient
The level of Employee Engagement can be changed
We need to track that change
Engaged teams are more productive, profitable, safer, and efficient. For example, engaged employees are 3 times more likely to say that safety is a top priority. They are also 5.5 times more likely to say they intend to be with the organization one year from now.
Engagement is largely a managerial function. With some effort, we know that the level of Employee Engagement can be changed.
It is important that we track that change so we are always working toward continuous improvement.
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6. Employee Engagement Survey
Now that we have established what engagement is, lets discuss the specific details of this Employee Engagement Survey.
Process Overview, Timeline, and Survey Details
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7. Employee Engagement Survey
Process Overview
We have divided this process into three categories:
Pre-survey
Survey
Post Survey
Employees will respond to survey items related to:
My Job
My Manager
My Team
My Growth
My Company
My Customer
The survey is completely confidential
This engagement survey is a starting point to help identify areas of strength and areas in need of improvement
We have divided this process into three categories: Pre-survey, Survey, and Post Survey.
Pre-survey focuses on survey preparations and promotion.
Survey focuses on activities that occur during the survey.
Post Survey focuses on survey results, manager training, and action planning.
The survey will be conducted by Evolve. We will ask employees specific items around their job, manager, team, growth, company, and customers. This survey will help establish a baseline for future growth. We know that engaged employees result in increased business performance and this survey will help identify areas of strengths and areas of opportunities.
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8. Confidentiality Survey is optional and confidential
No one at Trelleborg will have access to individual results - not HR, not executives, not managers
Managers will receive a team-level scorecard if 4 or more direct reports respond to the survey – if fewer than 4 respond, the manager will receive a “rollup scorecard”
Evolve Performance Group, offers a survey help-desk to address questions during the survey process:
Evolve is extremely protective when it comes to the confidentiality of the responses to survey items. This survey is optional and confidential; employees are not required to participate. No one at Trelleborg will have access to individual survey results, not even executives or HR. To protect confidentiality, managers will only receive a team-level scorecard if four or more of their direct reports respond to the survey. If fewer than four respond, the manager will receive a “rollup scorecard”. Evolve offers a survey help-desk to address questions during the survey process. The help-desk address is
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9. Employee Engagement Survey
Timeline
Here is a general timeline overview for Trelleborg Industrial Solutions. We will finalize employee location information no later than September 25, begin survey promotion on October 9, and the survey will be conducted November 23 through December 11. Once the survey closes, Evolve will analyze the data and present high-level results to executives. Once executives have seen the top line results, Evolve will release team level results in the form of scorecards and Trelleborg will follow up with training, action planning, and future surveys.
We will be finalizing the post survey dates and details over the next few months and will be conducting a post survey webinar later this fall to discuss the specifics for each BA. That said, this provides a general outline of the activities that will take place after the survey closes.
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10. Employee Engagement Survey
Details
Survey Theme: Make Your Voice Heard!
What: 5-10 minute survey to measure team level engagement
When:
TCS/TOC/TSS/TWS/Corporate: September 14 – October 2
TIS: November 23 – December 11
Who: All Trelleborg employees, sub-contractors, and temps employed at least 45 days prior to the survey
Why: Improve performance and productivity through engagement
How: Most employees will take the survey by web. Some employees will receive a paper & pen survey.
The survey theme is Make Your Voice Heard because we want each employee to share their honest feedback.
The survey should take 5-10 minutes to complete and will measure team level engagement
For most all of Trelleborg, the survey will open on September 14th and run through October 2nd. For Trelleborg Industrial Solutions, the survey will open on November 23rd and run through December 11th.
All Trelleborg employees who have been with the company for at least 45 days prior to the survey launch date will be asked to participate in this engagement survey.
The goal is to gain a better understanding of how each employee views their work environment so Trelleborg can continually assist in improving that environment, ultimately improving performance and productivity.
Most employees will take the survey by web. These employees will receive an invitation to participate in the survey on the day the survey launches. The web survey may be taken online from any device connected to the internet – phone, tablet, laptop or desktop. About 10% of employees will receive a paper & pen survey.
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11. Local Points of Contact Resources and Responsibilities
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12. Local Points of Contact
You will be asked to assist with employee and site information, act as a primary contact for concerns and questions, administer paper surveys, and help coordinate and deliver survey and post survey materials and communications.
Document Library
Communication Plan and components
FAQ
This document library is intended to be for your reference only. Evolve will be responsible for monitoring timelines and will provide instructions for each step of this effort.
Employee List and Location List
Submit September 7
Finalized September 25
As a local point of contact for this initiative, you will be asked to assist with employee and site information, act as a primary contact for concerns and questions, administer paper surveys, and help coordinate and deliver survey and post survey materials and communications. These efforts will play an important part in the success of this initiative.
We have created a document library where you will find additional information about employee engagement, the upcoming survey, our timeline, and what you can expect in terms of post survey results and follow up actions. You will also find examples of the materials and communications you will be asked to assist with. We recommend that you review all of the materials contained in this library. However, if you only have time to review a few documents, we recommend you review the communication plan and components, and the FAQ or frequently asked questions documents. For those of you who have not had the opportunity to visit this site yet, this is what it looks like. (go to document library)
Please note that this document library is intended to be for your reference only. Evolve will be responsible for monitoring timelines and we will provide instructions containing details and documents or s for each step of this effort.
There are two time-sensitive documents that Evolve will need from each of you. The employee list is a list of all employees in an organization and is a point-in-time view of the organization. The location list is location specific information, such as physical and shipping address, primary language or languages spoken, number of employees taking the web survey versus the paper survey, etc. We recommend that each of these documents be returned to Evolve by September 7 so we can begin to review. There are typically a number of questions that arise and this will give us time to get all information finalized by September 25. Some of the location lists have been started. Once all webinars have been concluded, we will be ing each person their specific BA list to review, edit, and populate. In addition, to assist with the employee list, we have put together an example document (go to example).
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13. Contacts and Login Information
Jennifer Simpson
Andrew Harper
Document Library URL: Username: poc Password: trelleborgpoc
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