Interview with Curt Coffman on Employee Engagement Surveys. http://www.youtube.com/watch?v=6DnGt9zCjtg

1. C O F F M A N ORGANIZATIONT M
C O F F M A N ORGANIZATIONT
COFFMAN TM
M
TM
ORGANIZATION
The Top 10 Signs Your
Corporate Headquarters
5801 S 58th St, Suite D
Employee Survey Needs
Lincoln NE, 68516
C O F F M A N ORGANIZATIONT
P: 402.592.3001
M
To Change
F: 1.888.823.1413
C O F F M A N ORGANIZATIONT M
www.coffmanorganization.com
nortH ameriCa
#10 Your survey hasn’t been you need, we need to ask 50 questions on a
HouStoN, tX survey just to find out.” Employee Engagement
updated since Bob Dole ran for 2.0™ provides a specific set of items which really
LiNcoLN, NE
President. matter to employees, managers and leaders.
MiNNEaPoLiS, MN
The world (and workplace) has changed. Yet,
organizations have not kept pace with the survey
#8 Employees and managers
PHiLaDELPHia, Pa
innovation necessary to stay on the cutting-edge
feel more helpless after
of building extraordinary workplace cultures.
Curt Coffman, (co-author, First, Break All The
completing the survey.
Rules & Follow This Path) is the world’s leading
asia paCifiC
expert on employee engagement and has
A survey is meant to promote dialogue – not
developed a long-awaited update to employee
JaPaN replace it. Our research shows that many
engagement measurement that provides much
employees feel more disconnected with managers
greater linkage to the relevant workplace issues
PEoPLE’S REPubLic oF cHiNa and senior leadership as a result of out-dated
of 2009. These variables – Employee Engagement
and out-of-touch survey processes. The Coffman
2.0™ – measure dimensions that leaders,
Organization is changing the landscape for
managers and employees can influence.
how employee engagement is ingrained within
organizations. Rather than training managers on
basic concepts like, “how to read a scorecard,”
#9 Your survey has more items our e-Learning and classroom-based approach
sets a much broader context for ALL employees.
than your accounting system! This turnkey program, Leading to Engage™,
teaches employees the importance of employee
Any organization that has recently fielded an engagement and their role in improving these
employee survey with 30, 50, or even 100+ items specific areas.
sends one clear message to its employees: “We
are so out of touch with who you are and what
Click Here to:
Watch The
Interview Online!
For more discoveries, please visit www.coffmanorganization.com Copyright 2008 The Coffman Organization. All rights reserved.

2. C O F F M A N ORGANIZATIONT M
C O F F M A N ORGANIZATIONT
COFFMAN TM
M
TM
ORGANIZATION
Corporate Headquarters
#7 Your customer loyalty scores #4 Employee Surveys –
haven’t improved. What Are Those?
5801 S 58th St, Suite D
One organization was recently named “most
Lincoln NE, 68516
C O F FP: M A N ORGANIZATIONT
Many believe that measuring and building
engaged workplace” by their survey vendor,
employee engagement is only for Fortune 100
and proceeded to lose over 60% of their market
402.592.3001
M
companies. Not true! A workforce is either
capitalization weeks following the ceremony.
increasing or declining in engagement, never
Why? Some action planning sessions are more
F: 1.888.823.1413
C O F F M A N ORGANIZATIONT static. Organizations that build cultures
about SCOREBOARDING (trying to convince
that invite and develop engagement will be
people that they are 6 feet tall when they are only
M
www.coffmanorganization.com
most attractive to the best people. Employee
5’3”) than engaging the team. When the focus
engagement is not visible to the naked eye – there
becomes all about “the score” on the survey, it
must be reliable measurement of the right things.
results in your improvement efforts getting off
nortH ameriCa If you can’t measure it – you can’t manage it.
track with the real point of engagement: results,
authentic impact with customers and real growth!
HouStoN, tX See the difference it makes to directly engage
each employee the right way – The Coffman Way!
#3 The dog ate our results!!
LiNcoLN, NE
MiNNEaPoLiS, MN Some reports are so cumbersome and complex
#6 You’re paying more than you need a Ph.D. in Research Science just to read
PHiLaDELPHia, Pa it! The Coffman Organization provides a 3-page
$10 per employee for data scorecard so that each manager can easily see
collection and reporting. their results, relative to the organization and our
national benchmark data.
asia paCifiC
Organizations are spending fortunes in dollars
and time on data-collection, while the bigger
JaPaN
issue is what you actually do with the information,
#2 You need a 3-inch binder to
PEoPLE’S REPubLic oF cHiNa once you get it. The Coffman Organization offers
hold all 50 pages of one report.
the ability to use a research-based instrument for
$10 per eligible employee. This includes the cost
of manager scorecards and roll-up reports. It’s been estimated that over 60% of employees
who completed the survey never heard any
discussion or witnessed any action planning
or results! Maybe we should start calling them
#5 By the time your survey NO action plans. No wonder response rates
vendor returns the data, your have dropped below 50% in many companies
doing multi-year surveys. There is no correction
workforce has turned over! for the potential bias that can arise from only a
“segment” of the employee group responding.
On average, organizations receive their data 45-
Employees want to be engaged, and Leading to
60 days following the actual survey! Imagine the
Engage™ provides a simple and straightforward
response of your managers when they receive
process that allows them to see both how they
their scores in 14 days or less and are able to take
can engage and the difference it makes.
immediate action, while the data is still relevant.
Nothing causes more frustration for managers and
employees than participating in a survey and not
#1 You aren’t working with The
seeing immediate dialogue, action and results.
Don’t let your survey vendor set the wrong tone
Coffman Organization
for your engagement efforts!
Stop doing the same things over and over again
and expecting a different result! Try the next
generation in engagement solutions!
Please contact The Coffman Organization for
more information on how we can help your
organization build great culture.
For more discoveries, please visit www.coffmanorganization.com Copyright 2008 The Coffman Organization. All rights reserved.