Why Employee Opinion Survey

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Shows the importance of conducting employee opinion surveys.
Companies lose $350 billion a year because of employee disengagement. Disengaged employees impact your business' productivity, level of innovation, and ultimately the bottom line.

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Why Employee Opinion Survey

  1. 1. Employee Opinion Survey
  2. 2. Why Employee Opinion Survey (EOS)? Companies lose $350 billion a year because of employee disengagement. Disengaged employees impact yourbusiness productivity, level of innovation, and ultimately the bottom line.
  3. 3. What is Engagement?An engaged employee; emotionallyinvests in the success of his/herorganization and brings a certain level ofpassion, innovation and commitment tohis/her job.An engaged employee proactively driveschange, delivers improved businessresults and infects others withenthusiasm.
  4. 4. Some of the Facts About Employee Engagement Engaged Employees generate 43% more revenue (Hay Group) A 1% increase in employee commitment can lead to a monthly increase of 9% in sales. (IES) 70% of engaged employees indicate they have a good understanding of how to meet customer needs; vs. 17% of non-engaged employees. (Wright Management) 59% of engaged employees say that their job brings out their most creative ideas against only 3% of disengaged employees. (Gallup)
  5. 5. Some of the Facts About Employee Engagement Highly engaged workforce improved operating income by 19.2% over a period of 12 months, vs. 32.7% decline with low engaged workforce over the same period. (Towers Watson) Engaged employees take an average of 2.69 sick days per year; the disengaged take 6.19. (Gallup) Highly engaged organizations have the potential to reduce staff turnover by 87% and improve performance by 20%. (Corporate Leadership Council)Engaged Improved Satisfied BusinessEmployees Performance Customers Results
  6. 6. Steps for Conducting an EOS Define the Survey Objectives. Plan for the Survey. – Pre-Survey, During Survey, Post-Survey, Between Surveys actions. Results analysis and reporting. Communication of Results. Prioritizing Improvement Areas & Quick Wins. Focus Groups. Improvement Action Planning. Formalizing the Action Plan. Implementation, Follow up and communication.If you do NOT plan to act on results, do NOT conduct an EOS.
  7. 7. A Simple Prioritization Model Importance of Issue & Benefits Maximum Return Maximum Return on Minimal Effort on Maximum Effort Minimal Return on Minimal Return on Minimal Effort Maximum Effort Time & Effort
  8. 8. Foundation of a Successful Employee Survey Leadership buy-in. Confidentiality & protection of identity (external Provider). Credibility and trust (acting on previous results). Proper communications. High response rate. Do not assume (we know our problems).
  9. 9. Methodology Quantitative research method. When reporting results, only aggregates and percentages will be revealed. Respondent will not be asked to identify him/herself. Completed survey will be sent from respondent to consultant directly. Anonymity of respondent will be strictly protected and individual responses will not be revealed to anyone. Only collective results will be reported in case of 10 employees or less to protect the anonymity of respondents.
  10. 10. Employee Opinion Survey 2012
  11. 11. Employee Opinion Survey 2012Interpreting ReportsIntroduction: The report provides a summary of survey results critical to Employee Engagement in your organization. The results indicate areas of strength and opportunity for growth and development. It is a starting point in understanding the favorable and unfavorable perceptions of employees. In order to maximize the results of the engagement survey, it is important to conduct further analysis that will uncover the drivers and inhibitors of engagement.
  12. 12. Employee Opinion Survey 2012Overall Summary Overall Responses Percentage of total unfavorable responses (1+2) Distribution of total responses Percentage of total Percentage of neutral by percentage favorable responses responses (3) (4+5) Response Rate 87%
  13. 13. Employee Opinion Survey 2012Example of graphical reports
  14. 14. Employee Opinion Survey 2012 Demographic Summary (644 respondents)  Response by Division: 35, 6% 12, 2% 25, 4% 15, 2% 7, 1%Function No. of Emp. % HRHR 12 2% FinanceFinance 25 4%Medical 15 2% MedicalBD 7 1% BDSales 550 85% 550, 85% SalesMarketing 35 6% Marketing
  15. 15. Employee Opinion Survey 2012 Demographic Summary (644 respondents)  Responses by Job Level (Grade) 7, 1% 36, 6% No. ofGrade Emp. % Grade 1 280, 43% 121, 19%Grade 1 7 1% Grade 2Grade 2 36 6% Grade 3Grade 3 121 19% Grade 4Grade 4 200 31%Grade 5 280 43% Grade 5 200, 31%
  16. 16. Employee Opinion Survey 2012 Demographic Summary (644 respondents)  Response by Tenure 14 30 100 2% 5% 15%Years No. of Emp. %0 to 1 30 5% 0 to 12 to 4 270 42% 270 2 to 45 to 10 230 36% 42% 230 5 to 1011 to 15 100 16% 36%> 15 14 2% 11 to 15 > 15
  17. 17. Employee Opinion Survey 2012 Demographic Summary (644 respondents)  Responses by Managers of People 125 19%Mgr of No. ofPeople Emp. %Managers 125 19% Managers 519Non-managers 519 81% 81% Non-managers
  18. 18. Employee Opinion Survey 2012Example of graphical reports
  19. 19. Employee Opinion Survey 2012 Dimensions Summary 0% 20% 40% 60% 80% 100% Communication 80 3 17 Working Relations 55 23 22 Customer Focus 75 5 20 Performance Management 56 24 20 Job Satisfaction 54 12 34 Strategy Communication 70 5 25 Leadership & Management 56 10 34 Pay & Benefits 45 15 40 Work-Life Balance 30 11 59Training & Career Development 56 9 35 Total Favorable Neutral Total Unfavorable
  20. 20. Employee Opinion Survey 2012 Dimensions Summary Vs 2010 Total Favorable Difference 0% 20% 40% 60% 80% 100% from 2010 80% 10* Communication 70% 55% 5 Working Relations 50% 75% 5 Customer Focus 70% 56% -4Performance Management 60% 54% -16* Job Satisfaction 70% 45% -5 Pay & Benefits 50% Company 2010 * Indicates statistically significant difference
  21. 21. Employee Opinion Survey 2012 Dimensions Summary Vs High Performing Organizations Total Favorable Difference from 0% 20% 40% 60% 80% 100% Benchmark 80% -5 Communication 85% 55% -15* Working Relations 70% 75% 6* Customer Focus 69% 56% -4Performance Management 60% 54% -26* Job Satisfaction 80% 45% -5 Pay & Benefits 50% Company High Performing Org. * Indicates statistically significant difference
  22. 22. Employee Opinion Survey 2012Example of graphical reports
  23. 23. Employee Opinion Survey 2012 Questions Details: Highest Favorable Responses 2012 7. I have a reasonably good idea of my 87% 7% 6% possible career path in the company20. I am often bothered by excessive job 70% 5% 25% pressure (N) 35. It is safe to speak up in "company 85% 2% 13% name" 3. I am proud to be associated with 80% 3% 17% "company name" 0% 20% 40% 60% 80% 100% Total Favorable Neutral Total Unfavorable
  24. 24. Employee Opinion Survey 2012 Questions Details: Least Favorable Responses 201245. I think my performance on the job is 43% 10% 47% evaluated fairly 1. How satisfied are you with your 44% 20% 36%current pay (base salary and incentive)? 6. There is sufficient contact between 50% 15% 35% management and associates 22. I have confidence in the decisions 55% 10% 35% made by the executive leadership 0% 20% 40% 60% 80% 100% Total Favorable Neutral Total Unfavorable
  25. 25. Employee Opinion Survey 2012Example of graphical reports
  26. 26. Employee Opinion Survey 2012Questions Details: Highest favorable Responses Vs. 2010 Total Total Favorable Responses unfavo- Difference Neutral Vs 2010 2012 rable7. I have a reasonably good ideaof my possible career path in the 65% 20%* 15% 20% company 20. I am often bothered by 20%* 10% 17% 73% excessive job pressure (N) 35. It is safe to speak up in 17%* 20% 24% 56% "company name" 3. I am proud to be associated 10% 20% 10% 70% with "company name" 0% 20% 40% 60% 80% 100% * Represents a statistically Significant Difference
  27. 27. Employee Opinion Survey 2012Questions Details: Least Favorable Responses Vs. 2010 Total Total Favorable Responses Difference Neutral unfavo- 2012 rable7. I have a reasonably good ideaof my possible career path in the 43% 20%* 15% 42% company 20. I am often bothered by 55% 20%* 10% 35% excessive job pressure (N) 35. It is safe to speak up in 17%* 20% 20% 60% "company name" 3. I am proud to be associated 56% 10% 20% 24% with "company name" 0% 20% 40% 60% 80% 100% * Represents a statistically Significant Difference
  28. 28. Employee Opinion Survey 2012Example of graphical reports
  29. 29. Employee Opinion Survey 2012 Questions Details  Dimension: Leadership & Management Total Favorable17. a. My immediate manager is competent in the technical aspects of the job. 47% 20% 18% 10%5% 67%33. I have confidence in the decisions made by the executive team in my country. 35% 29% 13% 15% 8% 64%28. The management style in "company name" encourages employees to give their best. 33% 25% 17% 7% 18% 58% 11. The decisions management make concerning employees are usually fair. 30% 40% 20% 5%5% 70% 6. The Executive Team in my country provides a clear sense of direction. 33% 35% 15% 5% 12% 68% 4. Management generally understands the problems we face in our jobs 40% 30% 10% 10% 10% 70% 0% 20% 40% 60% 80% 100% Strongly Agree Agree Neutral Disagree Strongly Disagree
  30. 30. Employee Opinion Survey 2012 Questions Details  Dimension: Communication (all questions will be detailed per dimension) Total Favorable 34. b. I have a clear understanding of the goals and objectives of "company name" in… 40% 15% 13% 15% 17% 55% 34. a. I have a clear understanding of the goals and objectives of my department 25% 25% 17% 7% 26% 50%30. It is safe to speak up in "company name" 20% 20% 20% 15% 25% 40% 26. "company name" does a godd job of keeping enployees informed about matters… 35% 30% 15% 10% 10% 65% 13. The Information I need to do my job is readily available. 30% 20% 10% 10% 30% 50% 0% 20% 40% 60% 80% 100% Strongly Agree Agree Neutral Disagree Strongly Disagree
  31. 31. Employee Opinion Survey 2012Example of graphical reports
  32. 32. Employee Opinion Survey 2012 Questions Details: Vs 2010  Dimension: Leadership & Management Total Favorable Difference from 2010 4. How good a job is your executive 65% -5leadership doing in providing leadership 70%15. In you judgment, what kind of job is 61%your compnays top management doing 6* in crating positive work climate 55% 2. In you judgment, what kind of job is 61%your compnays top management doing 2 in managing change 59% 0% 20% 40% 60% 80% Company 2010 * Represents a statistically Significant Difference
  33. 33. Employee Opinion Survey 2012 Questions Details: Vs High Performing Organizations  Dimension: Leadership & Management Total Favorable Difference from Benchmark 4. How good a job is your executive 65%leadership doing in providing leadership -10* 75%15. In you judgment, what kind of job is 61%your compnays top management doing -17* in crating positive work climate 78% 2. In you judgment, what kind of job is 61%your compnays top management doing -19* in managing change 80% 0% 20% 40% 60% 80% 100% Company High Performing Org. * Represents a statistically Significant Difference
  34. 34. Employee Opinion Survey 2012Example of graphical reports
  35. 35. Employee Opinion Survey 2012 Employee Engagement Questions Total Favorable Engagement10. I believe I am valued for what I can offer Responses "company name" 50% 29% 11% 5% 5% 79% 35. Overall I am satisfied with my job at "company name" 40% 45% 10%5% 85% 72. I feel inspired to do my best at work 40% 30% 4% 20% 6% 70% 24. I intend to still be working in "company name" in 12 months time 33% 30% 7% 15% 15% 63%42. I would recommend "company name" as a good place to work 45% 35% 6%5% 9% 80% 20. I am proud to be associated with "company name" 40% 25% 5%10% 20% 65% 0% 20% 40% 60% 80% 100% Strongly Agree Agree Neutral Disagree Strongly Disagree
  36. 36. Employee Opinion Survey 2012 Engagement Analysis Disengaged: Engagement Score 5% Highly engaged: Uninspired: Engagement Score 98% Engagement Score 20% 7% 14% 39% 8%Motivated: 32%Engagement Score 31% Engaged: Engagement Score 70%
  37. 37. Employee Opinion Survey 2012Example of graphical reports
  38. 38. Employee Opinion Survey 2012Dimension Responses by Function Colored cells indicate a statistically significant difference Total HR Fi. Med Sales Favorable (12) (25) (15) (550)Involvement & Empowerment 50 2 5 5 -12Corporate Citizenship 60 5 5 6 -5Communication 80 -8 6 -6 2Working Relations 55 6 2 5 3Customer Focus 75 10 3 4 4Performance Management 56 -6 7 7 7Job Satisfaction 54 9 6 10 9Strategy Communication 70 5 5 11 5Leadership & Management 56 5 -5 5 8Pay & Benefits 45 8 5 2 4Work-Life Balance 50 25 -3 7 6Training & Career Development 56 5 3 1 2
  39. 39. Employee Opinion Survey 2012Dimension Responses by Tenure Colored cells indicate a statistically significant difference Total Favorable 0–1 2–4 5 – 10 >15Involvement & Empowerment 50 2 5 5 -12Corporate Citizenship 60 5 5 6 -5Communication 80 -8 6 -6 2Working Relations 55 6 2 5 3Customer Focus 75 10 3 15 4Performance Management 56 -6 7 7 7Job Satisfaction 54 9 6 10 9Strategy Communication 70 5 5 11 5Leadership & Management 56 5 -5 5 8Pay & Benefits 45 8 5 2 4Work-Life Balance 50 25 -3 7 6Training & Career Development 56 5 3 1 2
  40. 40. Employee Opinion Survey 2012Verbatim CommentsComments are provided for each open-ended question andreported verbatim from the original statements made byrespondents.Other reports maybe provided upon the request of the client.
  41. 41. Who We Are? MULTISKILLS Recruitment & HR Consultancy has been established since year 2005. We provide professional HR Consulting & Recruitment Services. Our team, a group of consultants with years of industry or functional expertise. Our clients cover a wide range of industries, from Pharmaceuticals and FMCGs, to Oil & Gas, Banking, Heavy industries, Real Estate and others.
  42. 42. Our ServicesOur activities mainly fall within, but not limited to thefollowing: Recruitment & Selection Advertising & Screening Campaigns Executive Search HR Management Consultancy Employee Opinion Surveys Salary Surveys Assessment Centers using SHL tools Training & Development Outsourcing HR services, Payroll and Personnel
  43. 43. Contacts For more Information, please contact us: E-mail: info@mutli-skills.com Hanan.deebes@multi-skills.com Phone: 0100 1431438 0100 2507531 www.multi-skills.com

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