Internal members satisfaction

1. Sensing of Current
Customers
Membership satisfaction survey June 2014

2. 151 RESPONDENTS

3. ur
Yo AIESEC XP?
6-12
3-6
Up to
More than
months: 23
months : 13
3 months : 26
12 months:51

4. Personal development
(self -awareness, soft skills improvement) – 61 respondents
Leadership development – 38 respondents
International XP – 18 respondents
Practical XP – 13 respondents

5. Personal development : 68
Practical XP: 25
Impact on Society : 17
Leadership development: 16
International XP: 16

7. Average rating
7.41

8. If you decided to give the note that
was lower than 5 in any element,
please, choose what was the main
reason of assessing it that way.
Didn’t have TLP XP, Expectations didn’t
come true.

10. Average rating
6.83

11. If you decided to give the note that
was lower than 5 in any element,
please, choose what was the main
reason of assessing it that way.
My LC mostly put a big stress on
organizational goals, Not connected to my studies.

13. Average rating
7.75

14. If you decided to give the note that
was lower than 5 in any element,
please, choose what was the main
reason of assessing it that way.
Didn’t spend enough time in the organization yet

16. Average rating
6.93

17. If you decided to give the note that
was lower than 5 in any element,
please, choose what was the main
reason of assessing it that way.
Lack of professional trainers, no clear
expectations

19. Average rating
6.87

20. If you decided to give the note that
was lower than 5 in any element,
please, choose what was the main
reason of assessing it that way.
There is no clear coaching or mentoring
system in my LC, ineffective Buddy system

22. Average rating
7.41

23. If you decided to give the note that
was lower than 5 in any element,
please, choose what was the main
reason of assessing it that way.
Lack of appreciation culture
Lack of team building

25. Average rating
7.3

26. If you decided to give the note that
was lower than 5 in any element,
please, choose what was the main
reason of assessing it that way.
Local conferences are not aligned with MC Cycle.

28. Average rating
8.25

30. Average rating
8.24

31. What would be your biggest
expectation in order to improve
AIESEC Experience?
Going on X
Professional Development
System of trainings and education
your

32.  Diversify portfiolio of experiences
 Dynamic environment;
 Short and intensive experiences
 in small teams
 Global network
 Run by students for students
 Development of skills what matters for
every successful people
• We are not using all
opportunities from GLE
• TMP is underestimated XP,
• Low retention rate
• Communication of personal value
of experience for members-not
right
• No Expectation settings
WeaknessStrengths

33. • Use Employer of Year data to
address issues important for
employers;
• Transition Planning
• More knowledge from alumni &
• external partners
• R&R system
• Communicate what we do
• clearly (why we do what we do);
• Competitors of AIESEC in the
market (WAT);
• Short time experience that do not
support team experience;
• Huge product portoflio which
won’t communicate the Value
proposition of TMP/TLP
• Allocation process is
sometimes risk
ThreatsOpportunities

34. area based•
•
•
Crisis management,
Language skills,
Creativity,
• Self-presentation • Time pressure,
• Time management, • Flexibility,
• Goals setting, • communication
• Self awareness, skills,
• Usage of IT platform, • Hard skills- corporate
knowledge
• Teamwork
*SKILLS we develop in TMP

35. Lack of customer orientation regarding
membership;
Personal development as most important factor for our members (value);
We communicate „professional development” but
we gain „personal development”;
Leadership development, international experience, practical XP is appreciated;
Members Value the importance of coaching, although there’s not effective one.
Most of members don’t see the connection of AIESEC XP to their studies, which
emphasize on the importance of goal settings& TMP product packaging.
Conclusions

36. • Lack of TM structures in the LC, also lack of
usage of externals in Learning and Development members;
Lack of appreciation culture;
• Systems of trainings to be reviewed and maybe
changed in most of the LCs;
In AIESEC in Bulgaria we put big stress on
organizational achievements;
We should put bigger stress on showing our members
personal value preposition of XP
•
•
Conclusions