13. Well Being - Engagement Connection EMPLOYEE UNIT / DEPARTMENT ORGANIZATION Clear and realistic objectives Job content Autonomy Motivating objectives Endorsement of strategy and values Understanding of change Completed projects Manager fulfilling commitments Room for initiative Training Attention to staff well being Employees valued and recognized
15. Well Being in Canada How would you grade your well being at work? (1 to 10 in %) Scale + % 7.2 Source = Ipsos Reid ‘Build a Better Workplace’ Study, national sample of 1,128 employees, May 2009
16. Well Being in Canada by Gender How would you grade your well being at work? (1 to 10 in %) Source = Ipsos Reid ‘Build a Better Workplace’ Study, national sample of 1,128 employees, May 2009 Scale + %
17. Well Being in Canada by Region How would you grade your well being at work? (1 to 10 in %) Source = Ipsos Reid ‘Build a Better Workplace’ Study, national sample of 1,128 employees, May 2009 Scale + %
18. Attention Paid to Well Being How much attention do you feel that your employer pays to quality of life and well being of employees at work? (in %) Source = Ipsos Reid ‘Build a Better Workplace’ Study, national sample of 1,128 employees, May 2009
20. 4 Pillars Working Conditions Work Atmosphere Stress Level Performance Management Salary Benefits Work-life Balance Management of Daily Constraints Training Opportunities Attention Paid to Skill Development Recognition Compensation Work Environment Balance Training
21.
22.
23. Attention Paid to Stress How much attention do you feel that your employer pays to levels of stress? (in %) Source = Ipsos Reid ‘Build a Better Workplace’ Study, national sample of 1,128 employees, May 2009
24.
25. Attention Paid to Working Conditions How much attention do you feel that your employer pays to working conditions? (in %) Source = Ipsos Reid ‘Build a Better Workplace’ Study, national sample of 1,128 employees, May 2009
26. Pillar #2 Ability to manage work-life balance and daily constraints Work Environment Balance
27.
28.
29. Attention Paid to Employee Difficulties How much attention do you feel that your employer pays to employee difficulties in their private lives? (in %) Source = Ipsos Reid ‘Build a Better Workplace’ Study, national sample of 1,128 employees, May 2009
30. Pillar #3 Satisfying salary and benefits Efficient performance management system Recognition Compensation
31.
32.
33.
34. Pillar #4 Training and skill development opportunities Recognition Compensation Training
35.
36. Attention Paid to Skill Development How much attention do you feel that your employer pays to the development of employee skills? (in %) Source = Ipsos Reid ‘Build a Better Workplace’ Study, national sample of 1,128 employees, May 2009
42. Priority Matrix Higher Impact Lower Impact Impact on Well Being Higher Score Lower Score Performance
43. Priority Matrix for Canada Higher Impact Lower Impact Impact on Well Being Higher Score Lower Score Performance STRENGTHS TO MAINTAIN SECONDARY MAINTENANCE AREAS FOR IMPROVEMENT SECONDARY IMPROVEMENT Freeze and Cuts Job Security Anxiety
