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Process and Outputs. A focused, practical, pragmatic survey tool that produces actionable results  Employee engagement  Organisation development  Talent.

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Presentation on theme: "Process and Outputs. A focused, practical, pragmatic survey tool that produces actionable results  Employee engagement  Organisation development  Talent."— Presentation transcript:

1 Process and Outputs

2 A focused, practical, pragmatic survey tool that produces actionable results  Employee engagement  Organisation development  Talent management  Attraction & retention  Employer branding  Engagement is defined as follows: “Engaged employees are those who are cognitively, attitudinally, and behaviourally aligned with and committed to their job role and their organisation’s objectives. Employee engagement is the ongoing process of creating the environment in which the values, systems, policies, and behaviours adopted by the organisation are congruent with and supportive of the pursuit of its objectives through its people.” From ‘The Engagement Manifesto’ © 2011 R. Alan Crozier

3 Areas for examination and reporting Main Dimensions Vision & Mission Values Recruitment & Induction Organisation design Leadership & Management Performance management Reward & Recognition Learning & Development Communication & Involvement Wellbeing Reputation Employer brand Indicative outcomes Attraction Motivation Retention Stickiness Familiarity & Favourability Advocacy Trust Alignment Commitment Organisational engagement Employee engagement

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6 The following are not actual results

7 Section A: Weighted Mean scores Dimension Recruitment & Induction Vision & Mission Values Organisation design Leadership & Management Performance management Reward Learning & Development Communication & Involvement Wellbeing Corporate reputation Employer Brand Employer Employee

8 Stickiness 1.I am actively trying to leave this job 2.I have looked around for other jobs 3.I have sometimes thought about leaving this job but have done nothing about it 4.I have no intention of leaving this job at present 5.I am totally committed to this job for the foreseeable future

9 Familiarity & Favourability (1) 1Not at all1Poor 2Had heard the name2Not good 3Knew a bit about it3Good 4Knew a lot about it4Very good 5Knew it intimately5Excellent

10 Favourability 1 vs Favourability 2 Poor Not Good Very Excellent good good

11 Advocacy 1. Unprompted, I would be critical 2. If prompted I would be critical 3. I probably wouldn’t offer an opinion 4. If prompted I would recommend 5. Unprompted, I would recommend

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13 Correlation with business performance Commitment Index Alignment Index Middle 50% Three year Total Return to Shareholders* from companies with employees in the cluster (eg only 2.4% return for those with low commitment and low alignment ) Source: Watson Wyatt's Work 2002 database Top 25% of companies Middle 50% Bottom 25% of companies Bottom 25% Top 25% 6.7% 15.8% 2.4% 14.1% 27.6% 14.6% 21.0% * Engagement affects performance regardless of the metrics used.

14 Company position Engaged Engagement level 3.45

15 Engaged75.51% +A - C13.82% - A + C0.82% Disengaged9.85% Employee engagement

16 Inspired = 40.38%

17 Highlights for each of the 12 Dimensions Plus all data (as below) Full report and observations

18 Q 4 metrics & The Q 4 Profiler are Trade Marks of Q 4 consulting limited


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