Energy Confidence Direction July 2011


Published on

Engagement gets you retention, but energy gets you high performance. Energy - confidence - direction: 3 Keys to High Performance and Success.

  • Be the first to comment

  • Be the first to like this

No Downloads
Total views
On SlideShare
From Embeds
Number of Embeds
Embeds 0
No embeds

No notes for slide

Energy Confidence Direction July 2011

  1. 1. Energy Confidence DirectionCopyright 2011, eePulse, Inc. 1
  2. 2. About eePulse… eePulse delivers technology, research and consulting to energize and engage employees who deliver targeted action and measurable business results. Global provider since 1996; rigorous scientific human capital research. Transforming surveys into leadership tools and human capital data into actionable +1-734-429-4400 insights. info@eepulse.comCopyright 2011, eePulse, Inc. 2
  3. 3. Overall goals Improve energy, increase confidence and provide direction so that employees can … Leap with confidence; know where to go nextCopyright 2011 eePulse, Inc. 3
  4. 4. Over 1 million data points ENERGY Predicts student test scores Predicts 360 ratings of performance Predicts turnover, team outcomes and firm performance Predicts patient satisfaction in hospital Predicts customer service and team outcomesCopyright 2011, eePulse, Inc. 4
  5. 5. Energize & Engage Engagement gets you retention People proud of the company, willing to stay, helping out when needed, working on positive and friendly relationships, getting what they need at work, liking the cafeteria food, enjoying themselves at work, happy, content, but not always doing what is needed to succeed. Need something more than engagement to drive high performance at work. Engaged Energized Energy gets you high performance Passion, sense of urgency, moving forward fast and faster, innovating, exploring, engaging in the “right fights” (courageous), moving the company in the direction it needs to win or to beat the competition, uncomfortable perhaps but successful and focused on winning.Copyright 2011, eePulse, Inc. 5
  6. 6. Energy Pulse™ Simple and easy to use yet valid and predictive Optimization construct Gap between energy today vs. where productive important Variance over time predicts (like quality metrics) Energy fluctuates; need frequent measurement Energy Pulse is copyright protected and a registered trademark of eePulse, Inc.Copyright 2011, eePulse, Inc. 6
  7. 7. Lessons Learned • Frequent data collection + dialogue creates an intervention that in itself engages and energizes employees. • Measuring energy regularly and building a dialogue process positively affects confidence and direction. • Energy, direction and confidence = a winning combinationCopyright 2011, eePulse, Inc. 7
  8. 8. Energy Learning Propels the organization What people say is bringing their forward energy up and down at work. Confidence ENERGY Direction In myself Not just strategy My company Help me prioritize today Our future Success important Help me when new projects are dropped on my plate The team Help me with “exciting” Relationships direction / challenges Redirect when unsuccessfulCopyright 2011, eePulse, Inc. 8
  9. 9. Does Direction Matter? You tell me …Copyright 2011, eePulse, Inc. 9
  10. 10. Winning combinations Energized + Knowing my direction + High confidence in my own skills = High individual performance Energized teams + Knowing team direction + High confidence in my team = High team performance Energized company + Knowing organization’s direction + High confidence in leadership, strategy and ability to execute on vision = High performing companyCopyright 2011, eePulse, Inc. 10
  11. 11. Fast HRM Principles Implementation is done using Fast HRM™ principles and methodologies. Fast HRM comes from research on the drivers of high performance firms, eePulse’s learning from fast, weekly survey work done since 1996 and from proven tools from agile and extreme programming.Copyright 2011, eePulse, Inc. 11
  13. 13. Measure frequently In a world with high change, the “rhythm” of HR measurement must match the rhythm of the business if the organization wants INSIGHTS that drive dialogue, action and results. Example: Did this manager experience change? Did this manager need help? Compare what the two sets of metrics would tell you. What actions would you take based on each?Copyright 2011, eePulse, Inc. 13
  14. 14. Signature Energy PulseCopyright 2011, eePulse, Inc. 14
  15. 15. Change Step PulseCopyright 2011, eePulse, Inc. 15
  16. 16. Customer dialoguesCopyright 2011, eePulse, Inc. 16
  17. 17. The 16 Valour Questions Started out with 200 questionsCopyright 2011, eePulse, Inc. 17
  18. 18. SAMPLE REPORTSCopyright 2011, eePulse, Inc. 18
  19. 19. Energy comparisons Very High Performing Firms 6.88 Quarterly Average or Below Average comparison data Performing Firms 5.75 from the Leadership Pulse Dept A Dept C 6.56 4.85 Dept B 5.61 Manufacturing Your industry Industry 5.91 6.09Copyright 2011, eePulse, Inc. 19
  20. 20. Confidence trend Confidence in top leadership team; this is the trend for average or below average performing firms from 2003 to 2011.Copyright 2011, eePulse, Inc. 20
  21. 21. Main report pageCopyright 2011, eePulse, Inc. 21
  22. 22. Executive Summary Sample Pages Question summary page orders each question by mean (note that these pages can be customized)Copyright 2011, eePulse, Inc. 22
  23. 23. Question Detail Report for Energy Want to be in the zone, not belowCopyright 2011, eePulse, Inc. 23
  24. 24. Energy Heat MapsCopyright 2011, eePulse, Inc. 24
  25. 25. Energy Trend by Firm PerformanceHigher performing firms (orange color line) have higher levels of energyoverall when compared to the lower performing (green color line) firms. 25
  26. 26. Valour Analysis Department A Department B Department D Department C Valour Pulse™ adds energy or sense of urgency to the traditional engagement analysis for focused insights.Copyright 2011, eePulse, Inc. 26
  27. 27. Sample Priority Report • Priority reports show managers which questions to act on first to drive fast action – 2 x 2 which plots questions that are low and that are of high importance in driving energy • Meeting-in-a-box report – Customized power point, with speaker notes, that helps managers engage in dialogue. These are provided to all managers.Copyright 2011, eePulse, Inc. 27
  28. 28. Action Taking Home Page Simplified layout and pages so that you can do 3 things 1. Work on opportunities (just yours – can’t work on others) 2. View reports – any combination. Icons take you to quick win charts; view reports tab takes you to the opportunity list. 3. Export to Excel Goal is to make it easy for managers to start taking actions.Copyright 2011, eePulse, Inc. 28
  29. 29. Quick Win Chart Idea is to focus managers on items in the yellow box first – where the quick wins are (they own the opportunity and it is short term in nature). We want employees to see action right away so that you start to create positive energy around the survey process. Toggle to view opportunity list Look at details (not to work on them, you are still in report pages)Copyright 2011, eePulse, Inc. 29
  30. 30. Track ROI Help get managers engaged in the process and submitting best practices. Create a best practice library that is specific and compelling, and learn what’s in the black box (what managers are doing to drive performance). Track return on investment.Copyright 2011, eePulse, Inc. 30
  31. 31. Personal Report Option Sample from leadership pulse Use this space to add links to blogs, forums, articles, or focuses on personal engagement. training materials You choose the comparison group (company, department) You YouCopyright 2011, eePulse, Inc. 31
  32. 32. Write to: Call: +1-734-429-4400Copyright 2011, eePulse, Inc. 32