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If you had to pick, which three measurements give the best sense of a company's health? -- Anonymous, Orlando
Employee engagement first. It goes without saying that no company, small or large, can win over the long run without energized employees who believe in the mission and understand how to achieve it. That's why you need to take the measure of employee engagement at least once a year through anonymous surveys in which people feel completely safe to speak their minds.
But watch out. Don't fall into the common trap of letting these surveys devolve into questionnaires about the little stuff, such as the tastiness of the food in the company cafeteria or the availability of spaces in the parking lot. The most meaningful surveys probe how employees feel about the strategic direction of the company and the quality of their career opportunities. They ask questions such as these: Do you believe the company has goals that people fully grasp, accept, and support? Do you feel the company cares about you and that you have been given the opportunity to grow? Do you think that your everyday work is connected to what company leaders say in speeches and in the annual report? The best employee surveys are getting at one question: Are we all on the same team here?
Engagement is a combination of perceptions and a willingness to be an advocate of the organization that has a consistent and predictable impact on behavior including satisfaction, commitment, pride, loyalty and a strong sense of personal responsibility.
Though the more traditional concept of “ employee satisfaction” is important, it is not as critical to organizational effectiveness as is engagement.
When individual employees are truly engaged, they can tolerate limited periods of lower work satisfaction and stay highly committed.
When employees are fully engaged, they are more productive, committed, and conscientious.
Engagement Model Common Drivers of Engagement Open, Two-way Communication Trust & Confidence in leadership Empowerment Service Quality Future Vision Rewards & Recognition Growth & Development Teamwork, Involvement & Belonging Areas for Consideration Diversity / Inclusion Safety Policy & Procedure Work-life Balance Resource Availability Employee Alignment
Kenexa’s Engagement Index = the aggregate score of:
Extreme Satisfaction Item
The Engagement Index will provide an overall diagnosis of organizational health, but it is not prescriptive; the 3 index items are not actionable.
The balance of the items on the survey are actionable. Advanced statistical analyses (correlation & regression) are used to reveal which drivers most strongly relate to overall engagement across the organization, and within specific departments.
Kenexa focuses on the drivers that have the biggest impact on employee engagement – issues that mean the most to your employees at this point in time.
In this organization there is open and honest two-way communication.
Develop the habit of active listening. Listen with the intent of understanding your employees and patients and not just reacting to what they're saying. Let people know you understand them by paraphrasing the main points that they share with you.
All employees of this organization are treated as individuals regardless of age, race, gender, physical capabilities, etc.
Form a committee of diverse employees (in regards to age, race, gender, physical capabilities, etc.) to share their ideal organizational vision with respect to diversity. Empower these employees to monitor diversity and inclusion issues at the local level and to make practical suggestions on how to fulfill the organization's commitment to diversity values.