Employee Satisfaction

Loading...

Flash Player 9 (or above) is needed to view presentations.
We have detected that you do not have it on your computer. To install it, go here.

0 comments

Post a comment

    Post a comment
    Embed Video
    Edit your comment Cancel

    3 Favorites

    Employee Satisfaction - Presentation Transcript

    1. Employee Satisfaction: 5 Reasons You Must Measure Employee Loyalty During a Recession
    2. What We’ll Cover • Current economic factors • The difference between employee satisfaction and loyalty • Why measuring employee loyalty is still important in a recession • Proven techniques for measuring employee loyalty cost effectively in a recession
    3. Recent Wall Street Journal Headlines “Another Leg Down for Stocks” “California’s Pain is Only Beginning” “More Tech Start-Ups Call It Quits” “Pioneer Posts Lost, Cuts 10,000 Jobs” “Ongoing Jobless Claims at Record High”
    4. What This Means for HR • Reduced budgets • Reduced staff • Focus only on essential projects • All projects must show return on investment
    5. So Why are We Talking about Employee Retention and Loyalty?
    6. It’s a Recession, Not a Depression • Despite the negative headlines, organizations are still functioning • There is great uncertainty about the future • Those organizations that protect their people assets will come out of this stronger
    7. 5 Reasons You MUST Measure Employee Loyalty During a Recession
    8. 1. Direct Correlation between Employee Loyalty & Customer Loyalty • Loyal employees have a big positive impact on customer loyalty and retention • Maintaining employee loyalty pays benefits in keeping customers • Just as challenging to keep a customer today as it is finding new ones
    9. Employee/Customer Link High Risk 50 40 30 20 10 0 2001 2002 2003 2004 2005 2006 2007/2008 Percent of High Risk Customers Percent of High Risk Employees
    10. Loyalty Matrix + Truly Loyal Accessible Attitude Trapped High Risk + –Behavior + -
    11. Loyalty versus Behavior Loyal Not Loyal (Truly Loyal & Accessible) (Trapped & High Risk) Recommend as a Good 8% 31% 92% 42% 49% 39% Place to Work Do things 'Above and 16% 38% 92% 41% 51% 54% Beyond the Call of Duty' 13% 30% 61% 31% 30% 43% Limit Search Working at Company 12% 26% 83% 40% 43% 38% In Two Years 7% 16% 24% 43% 24% 19% Resist Offers Execute Company's 6% 32% 81% 48% 33% 38% Strategy NEW Make Company 9% 40% 92% 43% 49% 49% Successful Help Others with 16% 43% 89% 40% 49% 60% Heavy Workloads 100 80 60 40 20 0 0 20 40 60 80 100 % Extremely Likely % Very Likely
    12. 2. To Keep Your Top Talent • Yes, we are faced with tough decisions, but we must try to keep our top players • 47% of top-performers are actively looking for jobs • 18% of low-performers looking for jobs • 25% of average performers looking actively for jobs Source: 2008 Study by Leadership IQ
    13. 2. To Keep Your Top Talent 2007 2005 + + Truly Loyal Truly Loyal Accessible Accessible 7% 34% 6% 34% 36% 23% 31% 28% Attitude Attitude High Risk High Risk Trapped Trapped + – – Behavior Behavior + + - - Source: Walker Employee Loyalty Report
    14. 3. To focus on the right things • Organizations must be efficient in times like these; avoid trying to boil the ocean • Don’t ask questions about issues that can’t be addressed • Too often focus is given on the lowest rated questions without taking into account the impact these questions have on employee perceptions
    15. 3. To focus on the right things 1 Fairness at Work 2 Care and Concern 3 Trust in Employees Feelings of 4 Accomplishment 5 Satisfaction Day-to-Day Source: Walker’s 2007 Employee Loyalty Report
    16. 4. To Maintain Morale/Productivity • People are nervous – open up a dialogue and listen • Recent Walker study of HR representatives found three-quarters of those surveyed had seen a noticeable decline in employee morale in the past several months • Important to maintain morale during a downturn
    17. 5. To Emerge Stronger • The economic climate will improve. When it does, you want to be stronger, take advantage of competitive edge “Best way to predict the future is to create it”
    18. 5. To Emerge Stronger Truly loyal employees High-risk employees 100% 91% 89% 80% 60% 40% 35% 31% 20% 0% Believe the organization Feel positively about senior is highly ethical leaders having personal integrity
    19. Key Elements in Measuring Employee Loyalty •Include a loyalty metric •Compare •Drivers • Knowing the metric isn’t enough • Must know what is driving the metric •Priorities • Pinpoint what to do with all this feedback
    20. Best Practices for Measuring Loyalty • Use online methodologies to gather data • Reduces costs and dramatically improves response rates • Understand the difference between anonymity and confidentiality • Employees expect confidentiality, not anonymity • Leverage HRIS and internal systems
    21. Top Mistakes • Doing Nothing • Trying to do a short, quick and dirty survey • Combine key drivers with performance to determine priorities • Assuming you know what the problems are
    22. Vovici & Walker Information • Partnered together to bring the best employee loyalty solution • Combines Vovici’s award-winning technology with Walker Information’s methodology and benchmarks • Enables organizations of all sizes to measure loyalty while minimizing cost
    23. What We Provide • Access to Vovici’s award-winning enterprise feedback management platform • Easily create, deploy and analyze data • Valid & Reliable Employee Loyalty survey • Analysis and comparison to Walker benchmark data • Personalized report and consultation with an expert on action plans/next steps • Starting for as little as $9,995
    24. Employee Relationship Report Areas Covered • Focus on: • Attitudes toward the o Employee loyalty organization o Behavioral intentions • Work-related behaviors o Drivers of loyalty-Care and Concern, Trust, • The organization and your Fairness, Ethics, etc. work • Work factors and their • 80-90 questions, provides detail into the influence employer-employee relationship • Opinions about the • Standard survey, can add custom questions, organization customize open ended question, and • Opinions about the organization’s integrity demographics • Other comments • Survey takes approximately 20 minutes to • Demographic information complete
    25. Deliverables – Executive Summary
    26. Deliverables – Detail Reports • Breaks out every question on the survey by every demographic segment • Displays loyalty information for each demographic segment • Includes comments
    27. Deliverables – Guide to Understanding • Walks customer through executive summary and explains the charts and graphs • Appendix provides further explanation on each work factor and actions to consider
    28. Deliverables – Guide to Implementation • Walks customer through the action planning process • Easy to complete worksheets which lead to an action plan
    29. Our Approach—A Single Platform That Uniquely Combines: v4 Database Profile Survey Data Responses Online Surveys Proprietary Panels & Online Communities Business Intelligence
    30. About Vovici SELECTED CUSTOMERS 60% Of the Fortune 500 2,000 Customers in over 47 countries Million completed surveys in more 150 than 150 different languages. KEY PARTNERS 15 Years of industry experience, leadership and innovation
    31. About Walker • 69-year-old, privately held company • Pioneer in Employee and Customer Loyalty Management • Conducted national employee loyalty studies since 1999
    32. Special Book Offer: • Arrange a demonstration or request a call-back to receive a free copy of “Weapons of Mass Collaboration” by Vovici CEO Dean Wiltse • http://www.vovici.com
    33. Questions? • To request a demonstration or to talk with a sales advisor: o 1-800-787-8755 o sales@vovici.com • http://blog.vovici.com Our presenters welcome your questions: o Brian Koma, Vice President of Marketing, Vovici, bkoma@vovici.com o Chris Woolard, Senior Consultant, Walker Information, cwoolard@walkerinfo.com o Jeffrey Henning, Chief Strategy Officer, Vovici, jhenning@vovici.com
    SlideShare Zeitgeist 2009

    + VoviciVovici Nominate

    custom

    2846 views, 3 favs, 4 embeds more stats

    "Employee Satisfaction: 5 Reasons You Must Measure more

    More info about this document

    © All Rights Reserved

    Go to text version

    • Total Views 2846
      • 2612 on SlideShare
      • 234 from embeds
    • Comments 0
    • Favorites 3
    • Downloads 184
    Most viewed embeds
    • 224 views on http://blog.vovici.com
    • 6 views on http://blog.benifys.com
    • 3 views on http://www.brijj.com
    • 1 views on http://74.125.47.132

    more

    All embeds
    • 224 views on http://blog.vovici.com
    • 6 views on http://blog.benifys.com
    • 3 views on http://www.brijj.com
    • 1 views on http://74.125.47.132

    less

    Flagged as inappropriate Flag as inappropriate
    Flag as inappropriate

    Select your reason for flagging this presentation as inappropriate. If needed, use the feedback form to let us know more details.

    Cancel
    File a copyright complaint
    Having problems? Go to our helpdesk?

    Categories