Employee Engagement Best Practices Tips to Increase Trust, Accountability, & Empowerment`
Employee Engagement Best Practices: Survey Process Tips to Improve Trust, Accountability and Engagement
Jul 30, 2015
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Employee Engagement Best Practices
Tips to Increase Trust, Accountability, & Empowerment`
Housekeeping o This presentation is being recorded, a copy of the presentation and slides will be distributed within 48 hours
o Please chat questions throughout using the chat window, we will designate time at the end for Q&A
o Join the conversation on Twitter by using: @Qualtrics #EmployeeEngagement
• Introductions
• The Disengaging Engagement Survey
• Tips to Increase Trust, Accountability, and Empowerment
• Q&A
Today’s Agenda
Introductions
SARAH MARRS | QUALTRICS
Employee Engagement Specialist [email protected]
JORDAN MENZEL | QUALTRICS
Employee Insights [email protected]
Customer Insights Voice of the Customer Programs
Customer Satisfaction Surveys Net Promoter Systems
Website Experience Feedback
Employee Insights 360-degree Employee Feedback Employee Engagement Surveys Employee Satisfaction Surveys
Exit Interviews
Market Insights Ad Testing
Concept Testing Market Research Academic Studies
All your insights in one place
The Traditional
Engagement Program
The Disengaging Engagement
Survey
&
The Traditional Engagement Program
INPUTS
Questionnaire
Hierarchy
OUTPUTS
Executive presentation(s)
Manager reports
Ad-hoc reports
ACTION
Overall business action plans
Team action plans
THE SURVEY
Response gathering
Complicated models or terminology
Questionnaire
Inputs
TRADITIONAL COMPONENTS
NEGATIVE SETBACKS
Hierarchy
Pressure on people to respond
Response gathering
The Survey
TRADITIONAL COMPONENTS
NEGATIVE SETBACKS
Outputs
Management holds data
Executive presentation(s) TRADITIONAL COMPONENTS
NEGATIVE SETBACKS
Manager reports Ad-hoc reports
Action
Management holds action
Overall business action plans
TRADITIONAL COMPONENTS
NEGATIVE SETBACKS
Team action plans
Trust
Accountability
Empowerment
Trust
Employees must trust the people and
processes of their organization in order
to go the extra mile
WHY IT’S IMPORTANT TO ENGAGEMENT:
WHAT THE TRADITIONAL SURVEY MEASURES:
o I trust my immediate manager
o I trust the senior leadership of this organization
o There is open and honest two-way communication in this company
WHAT A DISENGAGING ENGAGEMENT SURVEY DOES:
o Doesn’t trust employees with all the results
o Lets employees be the last to know information
o Doesn’t talk about bad scores
Accountability
Employees who have a sense of ownership
feel encouraged to be part of the solution
WHY IT’S IMPORTANT TO ENGAGEMENT:
WHAT THE TRADITIONAL SURVEY MEASURES:
o I am given the opportunity to be involved in decisions that affect me
o My manager listens to my ideas
o I am held accountable for results
WHAT A DISENGAGING ENGAGEMENT SURVEY DOES:
o Gives management all the ownership to act
o Keeps action planning hierarchical
o Measures only organizational accountability, not individual
Empowerment
Engagement is about wanting to contribute –
employees need the tools and resources to
drive action
WHY IT’S IMPORTANT TO ENGAGEMENT:
WHAT THE TRADITIONAL SURVEY MEASURES:
o I feel empowered to come up with new ideas
o I feel I’m able to communicate freely up the line
o I understand how my role contributes to the company goals
WHAT A DISENGAGING ENGAGEMENT SURVEY DOES:
o Requires training to interpret results
o Expects employees to defer to their manager for action
o Carefully cascades team results
Keep your engagement survey engaging
Keep the survey model simple and intuitive to interpret
Maybe even have 2-3 crowd-sourced questions
Think about asking questions that get to the individual’s role in their levels of engagement
INPUTS
Questionnaire
Hierarchy
Keep your engagement survey engaging
THE SURVEY
Response gathering
Avoid pressuring people to take the survey
Do not see response rates as a measure of success!
Keep your engagement survey engaging
OUTPUTS
Executive presentation(s)
Manager reports
Ad-hoc reports
Let the employees see the data – you’ve got nothing to hide
Avoid a lengthy cascade
Let teams discuss without the manager
Talk about bad scores
Keep your engagement survey engaging
ACTION
Overall business action plans
Team action plans
Allowing sharing and transparency across the org
Ask people what they think would help – and expect them to contribute
Open up personal awareness of engagement
Try to use existing platforms where possible
Q&A
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