Survey Interpretation
Prepared for
Metro Dental Services
September 2015
1
Looking at the overall favorable rating score for the organization.
From our review of hundreds of organizations and thousands of survey responses, we have developed the following metrics:
Scores below 50 – indicative of significant employee issues (low engagement and morale). However, scores at or above 45 are acceptable for the Compensation and Benefits categories.
Scores between 50 and 60 – require evaluation and study, but generally suggest either current or developing issues (indicate potentially low engagement and morale).
Scores 60 and above – indicative of a healthy workplace (indicate acceptable to good levels of engagement and morale).
Scores of 70 and above – indicative of very high engagement and morale and should be celebrated!
There are a few Employee Survey “givens” and assumptions that should be considered in developing follow up programming, as follows:
Pay is always the lowest favorable rating of the categories evaluated.
Employees typically don’t expect that anything significant will occur as a product of an employee satisfaction survey. Consequently, an organization that really studies and utilizes their survey data can truly impress upon their employees how much they are focused on achieving high levels of employee engagement.
Survey scores should be considered as valid until the next survey is conducted and new scores are available.
Organizations should celebrate good survey scores and thank employees for their participation, honesty, and positive feelings about the organization.
Organizations do not need to develop programming to deal with all of the issues identified. Rather, focus on 2 to 3 key issues and set objectives and a work plan for changing those scores for the next survey.
Finally, don’t worry about sharing too much information with employees. Basically, you are just telling them what they already know.
(
September-2015
)
Metro Dental
2015 Employee Engagement Survey
Total Scores
(
Metro Dental
2015 Employee Engagement Survey
) (
September-15
) (
Report at a Glance
) (
= % Unfavorable
) (
= % Favorable
) (
= % N/A
) (
Page 1
) (
26.2%
) (
68.0%
) (
5.8%
) (
No. of
Respondents :
112
)
(
Metro Dental
2015 Employee Engagement Survey
) (
25%
50%
75%
) (
Category Name
) (
Category Rank Report
) (
Working Conditions
) (
Cust+Quality
Orientation
) (
Training
) (
Empowerment
) (
Teamwork
) (
Identification with the Co
) (
Work Demands
) (
OVERALL
) (
Communication
) (
Supervision
) (
Management
) (
Recognition
) (
Participation
) (
Advancement Opp.
) (
Pay
) (
Benefits
) (
Total Metro Dental
) (
September-15
% Fav
% N/A
%
Unfav
90
2
9
87
3
11
79
2
19
78
5
16
76
2
22
73
4
23
70
0
30
68
6
26
67
5
28
66
11
23
58
7
36
57
7
36
56
5
38
54
6
40
39
15
46
19
21
61
) (
Percent Responding
) (
=Favorable
=N/A
=Unfavorable
) (
Page 3
)
September
-
2015
Metro Dental
2015 Employee Engagement Survey
Total S.
Survey InterpretationPrepared for Metro Dental ServicesSep.docx
1. Survey Interpretation
Prepared for
Metro Dental Services
September 2015
1
Looking at the overall favorable rating score for the
organization.
From our review of hundreds of organizations and thousands of
survey responses, we have developed the following metrics:
Scores below 50 – indicative of significant employee issues
(low engagement and morale). However, scores at or above 45
are acceptable for the Compensation and Benefits categories.
Scores between 50 and 60 – require evaluation and study, but
generally suggest either current or developing issues (indicate
potentially low engagement and morale).
Scores 60 and above – indicative of a healthy workplace
(indicate acceptable to good levels of engagement and morale).
Scores of 70 and above – indicative of very high engagement
and morale and should be celebrated!
There are a few Employee Survey “givens” and assumptions that
should be considered in developing follow up programming, as
follows:
2. Pay is always the lowest favorable rating of the categories
evaluated.
Employees typically don’t expect that anything significant will
occur as a product of an employee satisfaction survey.
Consequently, an organization that really studies and utilizes
their survey data can truly impress upon their employees how
much they are focused on achieving high levels of employee
engagement.
Survey scores should be considered as valid until the next
survey is conducted and new scores are available.
Organizations should celebrate good survey scores and thank
employees for their participation, honesty, and positive feelings
about the organization.
Organizations do not need to develop programming to deal with
all of the issues identified. Rather, focus on 2 to 3 key issues
and set objectives and a work plan for changing those scores for
the next survey.
Finally, don’t worry about sharing too much information with
employees. Basically, you are just telling them what they
already know.
(
September-2015
)
Metro Dental
2015 Employee Engagement Survey
