Presentation on theme: "2011 Engagement Survey Results –SAIC-Frederick, Inc. SAIC-Frederick, Inc."— Presentation transcript:
2011 Engagement Survey Results –SAIC-Frederick, Inc. SAIC-Frederick, Inc.
2 What will we cover in this meeting? Your thoughts about engagement Our Workgroup’s 2011 Engagement Survey Results Ways to regularly address engagement Next steps
SAIC-Frederick, Inc. 3 What does High Employee Engagement Do for our organization and our customers? 1.How do highly engaged employees feel? Behave? What do they do differently from employees who are less engaged? 2.How do these feelings and behaviors affect our organization and customers? 3.What role do you think managers have in increasing and maintaining high engagement? 4.What role do you think you have in increasing and maintaining high engagement?
SAIC-Frederick, Inc. 4 The Three Types of Employees 28% 53%19% EngagedNot EngagedActively Disengaged Loyal and psychologically committed. More productive, higher retention. Productive, but they are not psychologically connected to their company. Miss more workdays, more likely to leave. Physically present, but psychologically absent. Unhappy and insist on sharing this unhappiness with others. Copyright ® 2008 Gallup, Inc. All rights reserved. Based on Gallup Poll: US Working Population 2010
SAIC-Frederick, Inc. 6 How do we measure engagement? Our workgroup’s results for Q12 & SAIC-Specific Questions:
SAIC-Frederick, Inc. 7 How do we measure engagement? Our workgroup’s results for Q12 & SAIC-Specific Questions:
SAIC-Frederick, Inc. 8 What do some specific questions mean? To choose the questions most important to your team or for more complete descriptions of all the Q12 go to this link and select them: https://issaic.saic.com/aboutsaic/gallup/ https://issaic.saic.com/aboutsaic/gallup/ The following 2 questions are frequently the most confusing so we provided them here. Q05. My supervisor, or someone at work, seems to care about me as a person. Remember, people leave managers, not companies. A productive workplace is one in which people feel safe – safe enough to experiment, to challenge, to share information, to support each other, and where the team members are prepared to give the manager and the organization the “benefit of the doubt.” None of this can happen if team members so not feel cared about. Relationships are the glue that holds great workplaces together. Q10. I have a “best friend” at work. Why “best friend”? Why does it matter if I have a “best friend” at work? “I have a best friend at work” is really a proxy for trust. We are interested only in whether there is a person at work whom you would consider a best friend “at work”. Think about people whom you would consider “best friends.” People with whom you share values, you can trust, and who are watching out for you. You are going to feel more confident in making decisions, taking risks, and being more productive because you don’t have to spend a lot of time watching your back. Chances are, you’re going to feel like there is more open communication within your team.
SAIC-Frederick, Inc. 9 What do you think of our results? 1.Do our survey results on any of these questions surprise you? 2.What are we doing right to get our highest ratings? 3.What would you like to see us do differently on our lowest rated questions? 4.Are there any issues we should address immediately? 5.What are some things we can do to regularly address engagement?
SAIC-Frederick, Inc. 10 How do you feel about this meeting? How well informed do you feel about our results? What did you like about how this meeting went? What would you have liked more of in this meeting? Less of? How do you feel about the actions we will take to regularly address engagement?