DecisionWise Employee Engagement Benchmarking Results for 2011
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DecisionWise Employee Engagement Benchmarking Results for 2011

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This Webinar reviews the employee engagement results for 2011 and we discuss what to expect in the future. We look at a detailed analysis of employee engagement levels from over 40 different......

This Webinar reviews the employee engagement results for 2011 and we discuss what to expect in the future. We look at a detailed analysis of employee engagement levels from over 40 different companies based on over 2 million survey responses. Find out how your company compares to the DecisionWise Employee Engagement Benchmarks and what you can do to maintain and increase the employee engagement in your organization.

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  • 1. 2010-2011 Employee Engagement Benchmarking Results Paul Warner Charles Rogel Dir. Consulting Services Dir. Business Development DecisionWise DecisionWise
  • 2. About DecisionWise Client sAwareness | Action | Accountability 360-Degree Feedback Employee Engagement Leadership Coaching Organization Change ©2012. DecisionWise, Inc. All Rights Reserved. www.decision-wise.com 2
  • 3. Employment Level ©2012. DecisionWise, Inc. All Rights Reserved. www.decision-wise.com 3
  • 4. Productivity and Compensation Gap ©2012. DecisionWise, Inc. All Rights Reserved. www.decision-wise.com 4
  • 5. Employee Engagement Crisis: Macro LevelDecreased Investment in Increased Employee Employees Output & ©2012. DecisionWise, Inc. All Rights Reserved. www.decision-wise.com 5
  • 6. Employee Engagement Crisis: Personal Level Burnout Vocal Negativity About Job & ©2012. DecisionWise, Inc. All Rights Reserved. www.decision-wise.com 6
  • 7. DecisionWise Benchmark Study2010-2011 US PopulationOver 5 million Responses (bothquantitative and qualitative)Study with over 30 Companies,multiple industriesTrends similar survey items orthemes from previous benchmarkstudies ©2012. DecisionWise, Inc. All Rights Reserved. www.decision-wise.com 7
  • 8. 3-Factor Model of Engagement Satisfaction Engagement Motivation Effectiveness ©2012. DecisionWise, Inc. All Rights Reserved. www.decision-wise.com 8
  • 9. Engagement Outcomes Satisfaction Intent to LeaveEngagement Drivers or Stay Retention Motivation Active Performance Participation in Job Effectiveness ©2012. DecisionWise, Inc. All Rights Reserved. www.decision-wise.com 9
  • 10. Measuring Engagement: 3 Ways1. Average of Percent Favorable 75% 10% 15% 0% 20% 40% 60% 80% 100%2. One Question Average 65% 20% 20% 0% 25% 50% 75% 100%3. Top Box Average 29% 0% 10% 20% 30% 40% ©2012. DecisionWise, Inc. All Rights Reserved. www.decision-wise.com 10
  • 11. Anchor Questions1. Time passes quickly when I am at work.2. Most days, I look forward to coming to work.3. My work gives me a feeling of personal accomplishment.4. I would recommend our company as a great place to work.5. I would prefer to remain with my company even if a comparable job were available in another company.6. I feel valued as an employee. ©2012. DecisionWise, Inc. All Rights Reserved. www.decision-wise.com 11
  • 12. Engagement Spectrum AmbivalentFully Disengaged Key Contributor Fully Engaged (Opportunity Group)Bored and frustrated Constantly learning Meets job Often feel underutilized and taking calculated at work expectations risksMake sarcastic jokes Stick to what you Spend time taking care Feel stretched beyond know, but take few about work of personal needs your comfort zone risksSpeak poorly about Take personal Do just enough to get by Focus on “getting my the company and satisfaction in the and not get in trouble job done” leaders quality of your work Pay is a big reason why Work can be stressfulLook for ways to find Not often stretched blame but is also rewarding you stay by assignments and funYou quit, stay, and You’re putting in the Appreciates the job You love your job! corrupt time ©2012. DecisionWise, Inc. All Rights Reserved. www.decision-wise.com 12
  • 13. Trends in Overall Engagement50%45% 46% 45%40%35%30% 30% Fully Engaged25% 25% Key Contributors20% Opportunity Group 16% 17% Disengaged15% 13%10% 8%5%0% 2008-2009 2010-2011 ©2012. DecisionWise, Inc. All Rights Reserved. www.decision-wise.com 13
  • 14. Trends in Attrition/Intention to Stay If given a choice, I would remain with this organization 1 year from now. 74%Favorable Scores 2008-2009 2010-2011 75% 0% 20% 40% 60% 80% 100% ©2012. DecisionWise, Inc. All Rights Reserved. www.decision-wise.com 14
  • 15. Trends in Development OpportunitiesThis organization provides me with opportunities for growth and development. 74%Favorable Scores 2008-2009 2010-2011 69% 0% 20% 40% 60% 80% 100% ©2012. DecisionWise, Inc. All Rights Reserved. www.decision-wise.com 15
  • 16. Trends in Work-life balance My job allows me to balance my work and personal life. 74%Favorable Scores 2008-2009 2010-2011 60% 0% 20% 40% 60% 80% ©2012. DecisionWise, Inc. All Rights Reserved. www.decision-wise.com 16
  • 17. Trends in Employee Silence I can speak up without fear of retribution or negative consequences. 79%Favorable Scores 2008-2009 2010-2011 62% 0% 20% 40% 60% 80% 100% ©2012. DecisionWise, Inc. All Rights Reserved. www.decision-wise.com 17
  • 18. Trends in Teamwork I enjoy working with my team. 77%Favorable Scores 2008-2009 2010-2011 84% 0% 20% 40% 60% 80% 100% ©2012. DecisionWise, Inc. All Rights Reserved. www.decision-wise.com 18
  • 19. Top Correlates of Engagement 2008-2009 2010-2011 Co-worker1 Workload 1 Relationships Trust in Organization2 2 Workload Direction Advancement3 3 Stress Management Opportunities Advancement4 Recognition 4 Opportunities ©2012. DecisionWise, Inc. All Rights Reserved. www.decision-wise.com 19
  • 20. Engagement findingsCo-worker relationships are the most common driver ofengagement and commitmentEmployees see that their workloads have increased significantlyleading to higher rates of reported job-stressThere is an increased resistance for speaking up for fear ofretribution or negative consequencesTop-down and bottom up communication most frequently citedarea for improvement in open-ended survey questions ©2012. DecisionWise, Inc. All Rights Reserved. www.decision-wise.com 20
  • 21. Path to Full Engagement Job Psychological Engagement PerformanceConditions Needs Psychological Needs: Self Determination 1. Competence 2. Autonomy 3. Relatedness Based on: Self-Determination Theory and the Facilitation of Intrinsic Motivation, Social Development, and Well-Being Richard M. Ryan and Edward L. Deci University of Rochester ©2012. DecisionWise, Inc. All Rights Reserved. www.decision-wise.com 21
  • 22. Path to Disengagement Controlled Reactive Job Psychological MotivationConditions Needs Autonomy (amotivation) Psychological Needs: No Self-Determination 1. Competence 2. Autonomy 3. Relatedness Based on: Self-Determination Theory and the Facilitation of Intrinsic Motivation, Social Development, and Well-Being Richard M. Ryan and Edward L. Deci University of Rochester ©2012. DecisionWise, Inc. All Rights Reserved. www.decision-wise.com 22
  • 23. Paul Warner, Director of Consulting Services pwarner@decision-wise.com360-Degree Feedback Charles RogelEmployee Engagement Director of Business Development crogel@decision-wise.com Leadership Coaching Organization Change 1.800.830.8086 www.decision-wise.com www.decision-wise.com/blog LinkedIn: “Leadership Intelligence” Twitter: DecisionWise ©2012. DecisionWise, Inc. All Rights Reserved. www.decision-wise.com 23