Employee Effectiveness Overview
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Employee Effectiveness Overview

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Employee engagement isn\'t enough ... see how to get true employee effectiveness

Employee engagement isn\'t enough ... see how to get true employee effectiveness

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Employee Effectiveness Overview Employee Effectiveness Overview Presentation Transcript

  • Employee effectiveness
  • Contents What is it? What jobs does it Why this offering? How does it do? work? About 01 02 03 04 Productized Services 05 06 07© 2010 Hay Group. All rights reserved 2
  • Employee Effectiveness is a powerful, online survey tool that provides valuable insights into the factors preventing employees from performing at their best. By identifying these barriers to performance, your organization can create a more positive environment, that leads to quantifiable improvements.© 2010 Hay Group. All rights reserved 3
  • 1. What jobs does it do? Find out how employees view the A effectiveness of their organization and work environment B Identify barriers to individual performance Understand how to improve C Improve employee retention D employee effectiveness across your organization Help leaders to understand how to E improve employee effectiveness in their teams F Highlights areas to focus your resources for the best ROI© 2010 Hay Group. All rights reserved 4
  • Why this offering?  Uniquely measures engagement and enablement. Many traditional employee surveys just focus on measuring employee engagement but our research, over 35 years, shows that employee enablement is just as important to improving organization performance. This survey analyzes 12 separate drivers of engagement and enablement.  Proven links to better performance and higher retention  Quick and easy to use  Benchmarked against a global database of 4 million people in over 400 organizations so you can compare your results against sectors, countries and regions.© 2010 Hay Group. All rights reserved 5
  • How does it work? Our research shows that employee effectiveness is not just driven by engagement but also enablement – ensuring that jobs and work environments support employees to channel their motivation into productive action.  Clear / promising direction Employee engagement Results  Confidence in leaders  Commitment  Quality and customer focus Enhance individual  Respect and recognition  Discretionary effort performance / productivity  Development opportunities  Pay and benefits Drive business performance Drive EMPLOYEE rs Attract and retain talent EFFECTIVENESS Improve quality of services,  Performance management Employee enablement customer satisfaction  Authority and empowerment  Optimized roles Enhance corporate value  Resources in marketplace  Training  Supportive environment  Collaboration Establish innovative,  Work, structure, and process competitive organization© 2010 Hay Group. All rights reserved 6
  • How does it work? Hay Group studies show that when high levels of employee engagement are combined with high levels of employee enablement organizations achieve significantly improved productivity, better customer satisfaction and superior financial returns. High High engagement engagement only + high enablement Employee performance Increase above performance expectations 10% 50% Employee retention Reduction in turnover rates -40% -54% Customer satisfaction Customer satisfaction rates 71% 89% Financial success 5-year Revenue Growth x2.5 x4.5 Source: Based on linkage case studies using Hay Group’s global normative database© 2010 Hay Group. All rights reserved 7
  • How does it work? - Benchmarking A comprehensive set of benchmarks will place your survey results in context to identify strengths and opportunities Time-based Markets High Performance Industries     High Performance Benchmarks for 20 Benchmarks benchmarks based major industry updated annually 5 Region and 56 on the survey groups (e.g. to reflect current country norms for results of circa 40 Automotive, trends in employee local top global Financial Services, opinion and benchmarking companies ,with FMCG, corporate culture outstanding ROA, Manufacturing) ROI, ROE© 2010 Hay Group. All rights reserved 8
  • How does it work? - Dimensions The survey includes 49 specific questions that cover a total of 14 discrete dimensions. • Engagement • Performance Management • Enablement • Quality & Customer Focus • Authority & Empowerment • Resources • Clear & Promising Direction • Respect & Recognition • Collaboration • Training • Confidence in Leadership • Work, Structure & Processes • Development Opportunities • Pay & Benefits© 2010 Hay Group. All rights reserved 9
  • How does it work? - Reporting Reporting includes:  a detailed view of your overall organization results categorized by the percentage of favorable, neutral and unfavorable responses.  individual reports of your choice for business unit, region or function  a segmentation analysis of your employees that categorizes each respondent into one of four groups: most effective; frustrated, detached of least effective. This provides an excellent view on the effectiveness of the organization.© 2010 Hay Group. All rights reserved 10