Why Employee Opinion Survey

Why Employee Opinion Survey (EOS)?

Companies lose $350 billion a year because of employee
disengagement. Disengaged employees impact your
business' productivity, level of innovation, and ultimately
the bottom line.

What is Engagement?

An engaged employee; emotionally
invests in the success of his/her
organization and brings a certain level of
passion, innovation and commitment to
his/her job.

An engaged employee proactively drives
change, delivers improved business
results and infects others with
enthusiasm.

Some of the Facts About Employee Engagement

 Engaged Employees generate 43% more revenue (Hay Group)
 A 1% increase in employee commitment can lead to a
monthly increase of 9% in sales. (IES)
 70% of engaged employees indicate they have a good
understanding of how to meet customer needs; vs. 17% of
non-engaged employees. (Wright Management)
 59% of engaged employees say that their job brings out their
most creative ideas against only 3% of disengaged
employees. (Gallup)

Some of the Facts About Employee Engagement

 Highly engaged workforce improved operating income by
19.2% over a period of 12 months, vs. 32.7% decline with low
engaged workforce over the same period. (Towers Watson)
 Engaged employees take an average of 2.69 sick days per
year; the disengaged take 6.19. (Gallup)
 Highly engaged organizations have the potential to reduce
staff turnover by 87% and improve performance by 20%.
(Corporate Leadership Council)

Engaged Improved Satisfied Business
Employees Performance Customers Results

Steps for Conducting an EOS

 Define the Survey Objectives.
 Plan for the Survey.
– Pre-Survey, During Survey, Post-Survey, Between Surveys actions.
 Results analysis and reporting.
 Communication of Results.
 Prioritizing Improvement Areas & Quick Wins.
 Focus Groups.
 Improvement Action Planning.
 Formalizing the Action Plan.
 Implementation, Follow up and communication.
If you do NOT plan to act on results, do NOT conduct an EOS.

A Simple Prioritization Model

Importance of Issue & Benefits

Maximum Return Maximum Return
on Minimal Effort on Maximum Effort

Minimal Return on Minimal Return on
Minimal Effort Maximum Effort

Time & Effort

Foundation of a Successful Employee Survey

 Leadership buy-in.
 Confidentiality & protection of identity (external Provider).
 Credibility and trust (acting on previous results).
 Proper communications.
 High response rate.
 Do not assume (we know our problems).

Methodology

 Quantitative research method.
 When reporting results, only aggregates and percentages will
be revealed.
 Respondent will not be asked to identify him/herself.
 Completed survey will be sent from respondent to consultant
directly.
 Anonymity of respondent will be strictly protected and
individual responses will not be revealed to anyone.
 Only collective results will be reported in case of 10
employees or less to protect the anonymity of respondents.

Employee Opinion Survey 2012
Interpreting Reports

Introduction:
 The report provides a summary of survey results critical to
Employee Engagement in your organization.
 The results indicate areas of strength and opportunity for
growth and development.
 It is a starting point in understanding the favorable and
unfavorable perceptions of employees.
 In order to maximize the results of the engagement survey, it
is important to conduct further analysis that will uncover the
drivers and inhibitors of engagement.

Overall Summary

 Overall Responses

Percentage of
total unfavorable
responses (1+2)
Distribution of total responses Percentage of total Percentage of neutral
by percentage favorable responses responses (3)
(4+5)

 Response Rate
87%

Example of graphical reports

Demographic Summary (644 respondents)

 Response by Division:

35, 6% 12, 2% 25, 4% 15, 2%
7, 1%
Function No. of Emp. % HR
HR 12 2% Finance
Finance 25 4%
Medical 15 2% Medical
BD 7 1% BD
Sales 550 85% 550, 85%
Sales
Marketing 35 6%
Marketing


 Responses by Job Level (Grade)
7, 1% 36, 6%
No. of
Grade Emp. % Grade 1
280, 43% 121, 19%
Grade 1 7 1% Grade 2
Grade 3 121 19%
Grade 4
Grade 4 200 31%
200, 31%


 Response by Tenure
14 30
100 2% 5%
15%
Years No. of Emp. %
0 to 1 30 5% 0 to 1
2 to 4 270 42% 270 2 to 4
5 to 10 230 36% 42%
230 5 to 10
11 to 15 100 16% 36%
> 15 14 2% 11 to 15
> 15


 Responses by Managers of People
125
19%
Mgr of No. of
People Emp. %

Managers 125 19% Managers
519
Non-managers 519 81% 81% Non-managers

Dimensions Summary
0% 20% 40% 60% 80% 100%

Communication 80 3 17
Working Relations 55 23 22
Customer Focus 75 5 20
Performance Management 56 24 20
Job Satisfaction 54 12 34
Strategy Communication 70 5 25
Leadership & Management 56 10 34
Pay & Benefits 45 15 40
Work-Life Balance 30 11 59
Training & Career Development 56 9 35

Total Favorable Neutral Total Unfavorable

Dimensions Summary Vs 2010
Total Favorable Difference
0% 20% 40% 60% 80% 100% from 2010

80% 10*
Communication 70%
55% 5
Working Relations 50%
75% 5
Customer Focus 70%
56% -4
Performance Management 60%
54% -16*
Job Satisfaction 70%
45% -5
Pay & Benefits 50%

Company 2010
* Indicates statistically significant difference

Dimensions Summary Vs High Performing Organizations
Total Favorable Difference from
0% 20% 40% 60% 80% 100% Benchmark

80% -5
Communication 85%
55% -15*
Working Relations 70%
75% 6*
Customer Focus 69%
56% -4
Performance Management 60%
54% -26*
Job Satisfaction 80%
45% -5
Pay & Benefits 50%

Company High Performing Org.
* Indicates statistically significant difference

Questions Details: Highest Favorable Responses 2012

7. I have a reasonably good idea of my
87% 7% 6%
possible career path in the company

20. I am often bothered by excessive job
70% 5% 25%
pressure (N)

35. It is safe to speak up in "company
85% 2% 13%
name"

3. I am proud to be associated with
80% 3% 17%
"company name"

0% 20% 40% 60% 80% 100%

Questions Details: Least Favorable Responses 2012

45. I think my performance on the job is
43% 10% 47%
evaluated fairly

1. How satisfied are you with your
44% 20% 36%
current pay (base salary and incentive)?

6. There is sufficient contact between
50% 15% 35%
management and associates

22. I have confidence in the decisions
55% 10% 35%
made by the executive leadership

0% 20% 40% 60% 80% 100%

Questions Details: Highest favorable Responses Vs. 2010
Total
Total Favorable Responses unfavo-
Difference Neutral
Vs 2010 2012 rable
7. I have a reasonably good idea
of my possible career path in the 65% 20%* 15% 20%
company

20. I am often bothered by 20%* 10% 17%
73%
excessive job pressure (N)

35. It is safe to speak up in 17%* 20% 24%
56%
"company name"

3. I am proud to be associated 10% 20% 10%
70%
with "company name"

0% 20% 40% 60% 80% 100%

* Represents a statistically Significant Difference

Questions Details: Least Favorable Responses Vs. 2010
Total
Total Favorable Responses
Difference Neutral unfavo-
2012 rable
7. I have a reasonably good idea
of my possible career path in the 43% 20%* 15% 42%
company

20. I am often bothered by
55% 20%* 10% 35%
excessive job pressure (N)

35. It is safe to speak up in 17%* 20% 20%
60%
"company name"

3. I am proud to be associated
56% 10% 20% 24%
with "company name"

0% 20% 40% 60% 80% 100%


Questions Details

 Dimension: Leadership & Management Total
Favorable
17. a. My immediate manager is competent in
the technical aspects of the job. 47% 20% 18% 10%5% 67%

33. I have confidence in the decisions made by
the executive team in my country. 35% 29% 13% 15% 8% 64%

28. The management style in "company name"
encourages employees to give their best. 33% 25% 17% 7% 18% 58%

11. The decisions management make
concerning employees are usually fair. 30% 40% 20% 5%5% 70%

6. The Executive Team in my country provides
a clear sense of direction. 33% 35% 15% 5% 12% 68%

4. Management generally understands the
problems we face in our jobs 40% 30% 10% 10% 10% 70%

0% 20% 40% 60% 80% 100%
Strongly Agree Agree Neutral Disagree Strongly Disagree

Questions Details

 Dimension: Communication (all questions will be detailed per dimension) Total
Favorable
34. b. I have a clear understanding of the
goals and objectives of "company name" in… 40% 15% 13% 15% 17% 55%

34. a. I have a clear understanding of the
goals and objectives of my department 25% 25% 17% 7% 26% 50%

30. It is safe to speak up in "company name"
20% 20% 20% 15% 25% 40%

26. "company name" does a godd job of
keeping enployees informed about matters… 35% 30% 15% 10% 10% 65%

13. The Information I need to do my job is
readily available. 30% 20% 10% 10% 30% 50%

0% 20% 40% 60% 80% 100%

Questions Details: Vs 2010
 Dimension: Leadership & Management Total Favorable Difference
from 2010

4. How good a job is your executive 65%
-5
leadership doing in providing leadership 70%

15. In you judgment, what kind of job is
61%
your compnay's top management doing 6*
in crating positive work climate 55%

2. In you judgment, what kind of job is
61%
your compnay's top management doing 2
in managing change 59%

0% 20% 40% 60% 80%
Company 2010

Questions Details: Vs High Performing Organizations
 Dimension: Leadership & Management Total Favorable Difference from
Benchmark

4. How good a job is your executive 65%
leadership doing in providing leadership -10*
75%

15. In you judgment, what kind of job is 61%
your compnay's top management doing -17*
in crating positive work climate 78%

2. In you judgment, what kind of job is 61%
your compnay's top management doing -19*
in managing change 80%

0% 20% 40% 60% 80% 100%
Company High Performing Org.

Employee Engagement Questions
Total Favorable
Engagement
10. I believe I am valued for what I can offer Responses
"company name" 50% 29% 11% 5% 5% 79%

35. Overall I am satisfied with my job at
"company name" 40% 45% 10%5% 85%

72. I feel inspired to do my best at work
40% 30% 4% 20% 6% 70%

24. I intend to still be working in "company
name" in 12 months time 33% 30% 7% 15% 15% 63%

42. I would recommend "company name" as
a good place to work 45% 35% 6%5% 9% 80%

20. I am proud to be associated with
"company name" 40% 25% 5%10% 20% 65%

0% 20% 40% 60% 80% 100%

Engagement Analysis
Disengaged:
Engagement Score 5%
Highly engaged:
Uninspired: Engagement Score 98%
Engagement Score 20%
7%
14%
39%
8%

Motivated: 32%

Engaged:

Dimension Responses by Function
Colored cells indicate a statistically significant difference
Total HR Fi. Med Sales
Favorable (12) (25) (15) (550)
Involvement & Empowerment 50 2 5 5 -12
Corporate Citizenship 60 5 5 6 -5
Communication 80 -8 6 -6 2
Working Relations 55 6 2 5 3
Customer Focus 75 10 3 4 4
Performance Management 56 -6 7 7 7
Job Satisfaction 54 9 6 10 9
Strategy Communication 70 5 5 11 5
Leadership & Management 56 5 -5 5 8
Pay & Benefits 45 8 5 2 4
Work-Life Balance 50 25 -3 7 6
Training & Career Development 56 5 3 1 2

Dimension Responses by Tenure
Colored cells indicate a statistically significant difference
Total
Favorable 0–1 2–4 5 – 10 >15
Involvement & Empowerment 50 2 5 5 -12
Corporate Citizenship 60 5 5 6 -5
Communication 80 -8 6 -6 2
Working Relations 55 6 2 5 3
Customer Focus 75 10 3 15 4
Performance Management 56 -6 7 7 7
Job Satisfaction 54 9 6 10 9
Strategy Communication 70 5 5 11 5
Leadership & Management 56 5 -5 5 8
Pay & Benefits 45 8 5 2 4
Work-Life Balance 50 25 -3 7 6
Training & Career Development 56 5 3 1 2

Verbatim Comments

Comments are provided for each open-ended question and
reported verbatim from the original statements made by
respondents.

Other reports maybe provided upon the request of the client.

Who We Are?

 MULTISKILLS Recruitment & HR
Consultancy has been established
since year 2005.
 We provide professional HR Consulting
& Recruitment Services.
 Our team, a group of consultants with
years of industry or functional
expertise.
 Our clients cover a wide range of
industries, from Pharmaceuticals and
FMCGs, to Oil & Gas, Banking, Heavy
industries, Real Estate and others.

Our Services

Our activities mainly fall within, but not limited to the
following:

 Recruitment & Selection
 Advertising & Screening Campaigns
 Executive Search
 HR Management Consultancy
 Employee Opinion Surveys
 Salary Surveys
 Assessment Centers using SHL tools
 Training & Development
 Outsourcing HR services, Payroll and Personnel

Contacts

For more Information, please contact us:

E-mail: info@mutli-skills.com
Hanan.deebes@multi-skills.com
Phone:
0100 1431438
0100 2507531

www.multi-skills.com

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