FULL ENJOY Call Girls In Majnu Ka Tilla, Delhi Contact Us 8377877756
Employee Engagement Survey
1. Case Study on GearWorks
HR Consulting
Presented By-
Surbhi Jain
2. Introduction to GearWorks
Financial Services Company
Flagship Co- Gearworks Financial and Investment Co
Collection of Rs 2000 Cr in 2014-15
Avg Yield on Investments- 8.48%
Current Strength-
158 branches in 120 cities (Widespread Sales force)
Employee Strength- 400 employees + 1500( feet on street
resources)
60% employees have been working in the company for many years
3. Problems related to Employee
Engagement
Career Path not properly defined-
This may lead to unfair promotions for high potential employees.
Attrition rate is low, it may be due to lack of motivation of the
employees as promotional opportunities are less. Hence an area
of concern
Decision making is mostly centralized-
Few leaders take decision at the top . No proper formal
process
Perception difference – Clash of perception of old
employees and young talent.
4. Create honest, open and productive employee communications.
Address employees’ needs to be involved in decisions that affect them.
Increase employee morale and employee productivity.
Improve the quality of work for employees.
Achieve better customer relations.
Reduce employee tardiness, absenteeism and turnover.
Measure the company’s vulnerability to unionization.
Demonstrate to your employees that you value their opinion.
Gain a competitive advantage by increasing your employees’ sense of ownership
Advantages of Employee Engagement
6. Employee Engagement Survey Process
Prepare and
Design
Communicate
Survey
Implement
Survey
Analyzing
Survey
Action
Planning
7. Purpose of Survey
Gain insights into employees’ perception of their work at
GearWorks
Make targeted improvements to GearWorks`
Stakeholders Involvement
Endorsement of survey from GearWorks` top management
(CEO Mr Raghav Singh)
Ability to take action afterwards on the basis of the results
Guarantee of anonymity
Phase 1- Prepare and Design Survey(Part 1)
8. Drawing up the questionnaire
Focus on main subjects
Eg- Engagement, Leadership, Career Progression etc
Question formulation- Neutral
Survey scale- Likert scale(option of a neutral answer)
Attractiveness of the questionnaire-
Keep it Concise
Questionnaire in various languages- Corporate Employees and
agents spread across 120 Cities would communicate in different languages.
Phase 1- Prepare and Design Survey(Part 2)
9. ENGAGEMENT DRIVERS
Autonomy / Empowerment
Recognition
Collaboration
Communication
Company Leadership
Pay and Benefits
Quality of Product or Services
Career Progression
Resources
Strategy Alignment
Supportive Management
Training and Development
Choose Engagement Drivers to base Survey on-
10. Engagement Questions
1. I feel proud to tell people where I work
2. GearWorks motivates me to go above and beyond in my role
3. I would recommend GearWorks to family or friends as a great place to work
4. I see myself working at GearWorks in two years time
Career Progression
5. There are good opportunities for career progression at GearWorks
6. My manager gives me the opportunity to try new things in my role which align with my career
goals
7. I have an understanding of my career path at GearWorks
8. I find my day-to-day work challenging and interesting
Employee Engagement Survey
Questionnaire
11. Company Leadership-
9. I have confidence in GearWorks` senior leadership team
10. I hear enough communication from the senior leadership team about what is happening at
GearWorks
11. The senior leadership team has communicated a vision for the future that motivates me
Recognition-
12. At this organization, we recognize and promote people based on performance
13. My team takes time to celebrate our successes
14. I receive positive feedback from my manager when I do a good job
Employee Engagement Survey
Questionnaire
12. Set a positive tone and establish trust
Increases the survey response rate
Eg- Guarantee anonymity
Methods of Communication-
Meetings with Managers- HRs, Senior Management
Introductory Email to All Employees
sent out a week before the survey
“100% participation to ensure that each and every employee's voice is
heard”
Phase 2- Communicate Employee Survey
13. Distribution of Questionnaire
Online questionnaire for White collar employees-
email with a link to the questionnaire
Printed questionnaire for Pink Collar employee(feet-on-street)
Deadline period- 2 weeks
Data Collection-
Online Surveys
Answers stored on Server
Printed Survey-
Install collection boxes at the various locations
Phase 3- Implementing Employee Survey
14. Phase 4- Analyze Employee Survey
Structure Data to reveal
Success
Areas of Improvement
Benchmarking
Comparison of Survey results of GearWorks with those of similar
companies
Eg- Pay and Benefits may receive low scores however we must compare
this with Benchmarked scores before taking any action.
Identifying Trends
Compare current scores with those from the previous survey
Insight into the effectiveness of the improvement measures taken
15. Phase 5- Action Planning with
Employee Survey
Providing information to the Management
Present the results to the higher echelons
Provide comparisons with other companies
Providing information at group level
Inform all employees with regards to following points-
Response
Important scores
Points to be proud of
Points for improvement
Cont
16. Phase 5- Action Planning with
Employee Survey
Action Planning
Prioritize issues and actions
What will be done, by whom and by when
Leaders should set an example by following agreed actions
Monitoring
Is Action plan incorporated in the evaluation system?
Repeat the Survey
Has improvement plan led to actual improvement in GearWorks?