Executive Summary Employee Survey

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Executive Summary Employee Survey

  1. 1. Druid Hills Golf Club Employee Survey 2008
  2. 2. Why do a survey? <ul><li>To give employees a voice </li></ul><ul><li>To identify “low hanging fruit” </li></ul><ul><li>To find information to help reduce employee turnover rate </li></ul><ul><li>To assist in the training and development of line employees and their leaders </li></ul><ul><li>Improving our employees is the most critical factor in improving member service </li></ul>
  3. 3. Why do a survey now? <ul><li>Time of change at the club. Most significant change for employees in many years </li></ul><ul><li>New leaders, new goals, new expectations </li></ul><ul><li>Risk involved is that our work has just begun. Can we deliver on employee expectations? </li></ul><ul><li>A starting point, a benchmark for our future progress </li></ul><ul><li>Where will we be in the summer of 2009? </li></ul>
  4. 4. Tenure at Druid Hills Less than 1 year 1 to 2 years 3 to 5 years 6 to 10 years Over 11 years No answer given
  5. 5. Area of Work Golf Operations 12 8% Golf Course Maintenance 20 13% Dining Room, Banquet 35 23% Culinary Staff 21 14% Locker Rooms, Laundry and Housekeeping 15 10% Tennis, Security and Kids’ Counselors 5 3% Executive, Administrative and Maintenance, Pool Snack Bar 30 19% No Answer 16 10%
  6. 6. Direction and Objectives
  7. 7. Present Work
  8. 8. Present Work
  9. 9. Leadership – Immediate Supervisor
  10. 10. Leadership – Immediate Supervisor
  11. 11. Performance, Compensation, and Benefits
  12. 12. Performance, Compensation, and Benefits
  13. 13. If I have my way, in 12 Months I will... Working in current assignment Request another assignment Leave because leaving area Leave for other employment Undecided No answer given
  14. 14. Executive Summary <ul><li>Employees have a good understanding of where we are going and what is success </li></ul><ul><li>Despite low scores in several areas nearly 80% of employees are satisfied and would recommend Druid Hills as a place of employment to a friend </li></ul><ul><li>We have made progress in bringing some employees up to market wages. But we still have areas where we are below market </li></ul><ul><li>To find information to help improve employee turnover rate </li></ul><ul><li>To assist in the training and development of line employees and their leaders </li></ul><ul><li>Improving our employees is the most critical factor in improving member service </li></ul>
  15. 15. Executive Summary <ul><li>Area that needs the most attention is training our managers </li></ul><ul><li>Employees are saying </li></ul><ul><ul><li>Listen to me </li></ul></ul><ul><ul><li>Involve me </li></ul></ul><ul><ul><li>Train me </li></ul></ul><ul><ul><li>Praise me </li></ul></ul><ul><li>Low hanging fruit – employee meals, break room and restrooms </li></ul><ul><li>To find information to help improve employee turnover rate </li></ul><ul><li>To assist in the training and development of line employees and their leaders </li></ul><ul><li>Improving our employees is the most critical factor in improving member service </li></ul>
  16. 16. Executive Summary <ul><li>More detailed analysis available </li></ul><ul><li>Departmental differences </li></ul><ul><li>Written comments indicate the strength of employee feelings and perceptions </li></ul><ul><li>Many areas have already begun to improve just because we have undertaken the survey and brought attention to the needs of our employees </li></ul>
  17. 17. Special Thanks Jim Webb and the Human Resources and Legal Committee Employee Survey 2008

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