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Apr 30, 2020

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  • employee involvement in action: the ResMed engagement survey

    Frank Basile 2011 ARCS Clinical & Leadership Conference & AGM Sydney e: [email protected]

  • content

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    employee involvement and it’s impact on employee engagement and organisational performance

    employee involvement in action – the ResMed continuous improvement program

    practical tips for involving your employees in decisions that concern them

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    3

    employee involvement and it’s impact on employee engagement and organisational performance

    employee involvement in action – the ResMed continuous improvement program

    practical tips for involving your employees in decisions that concern them

  • Les Murray claims Socceroo revolt SMH, June 23, 2011

  • defining employee involvement

    5

    more involvement from people that

    will be directly affected

    management set deadlines and objectives without consulting the players first to check if

    they are realistic

    ideas need to be implemented a

    bit more

    have more confidence in us

    and take account of our

    suggestions

    listen to the workers, managers are not

    always right

  • engagement model

    6

    Based on Langford, P. H. (2009). Measuring organisational climate and employee engagement: Evidence for a 7 Ps model of work practices and outcomes. Australian Journal of Psychology, 61, 185-198.

    purpose • organisation

    direction

    • results focus

    • mission &

    values • ethics • role clarity

    • diversity

    participation • leadership

    • recruitment

    • cross-unit cooperation

    • learning & development

    • involvement

    • reward & recognition

    • appraisal • supervision • career

    opportunities

    people • motivation &

    initiative

    • talent • teamwork

    passion (engagement) • organisation commitment • job satisfaction

    • intention to stay

    performance • organisation objectives • change & innovation

    • customer satisfaction

    property • resources • processes

    • technology • safety

    • facilities

    peace • wellness • work-life balance

    • flexibility

    D R

    IV E

    R S

    O U

    T C

    O M

    E S

  • 7

    gap analysis

    Results Focus

    Work/Life Balance

    Supervision Talent

    Ethics

    ResourcesFlexibility

    Cross-Unit Cooperation Involvement

    Career Opportunities

    Entrepreneurship

    Teamwork

    Diversity

    Role Clarity

    Mission & Values

    Safety Wellness

    Motivation &

    Initiative

    Workload Organisation DirectionProcesses

    Recruitment & Selection

    Facilities Leadership

    Technology Learning &

    Development

    Performance Appraisal

    Rewards & Recognition

    Middle ManagementResearch

    Teaching

    Community

    Engagement

    importance

    p e

    rf o

    rm a

    n c

    e

    higherlower

    lo w

    er h

    ig h

    er

    maintain

    prioritise

    See Mingo, S., & Langford, P. H. (2008). The HRM-Performance Link: A Longitudinal, Business-Unit Investigation. Proceedings of the 22nd Annual Conference of the Australian and New Zealand Academy of Management, Auckland, New Zealand, December.

    promote

    limit

    Gap analysis based on

    over 100,000 employees

    across more than 2,000 of

    Voice Project’s

    research & consulting

    clients

    e m

    p lo

    ye e

    s at

    is fa

    ct io

    n

    impact on engagement & performance

  • content

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    employee involvement and it’s impact on employee engagement and organisational performance

    employee involvement in action – the ResMed continuous improvement program

    practical tips for involving your employees in decisions that concern them

  • case study video - ResMed

    9

  • changes in involvement scores

    10

    59

    65 65

    41

    47 49

    33

    44

    54

    30

    40

    50

    60

    70

    80

    90

    100

    2007 2008 2010

    % o

    f f a

    v o

    u ra

    b le

    r e

    sp o

    n se

    s

    I am encouraged to give feedback about things that concern me

    I am consulted before decisions that affect me are made

    When I raise an issue to improve a process I see actions taken

  • changes in outcome scores

    11

    59

    65 65

    41

    47 49

    33

    44

    54

    75

    79 80

    79

    85

    89

    30

    40

    50

    60

    70

    80

    90

    100

    2007 2008 2010

    % o

    f f a

    v o

    u ra

    b le

    r e

    sp o

    n se

    s

    I am encouraged to give feedback about things that concern me

    I am consulted before decisions that affect me are made

    When I raise an issue to improve a process I see actions taken

    Employee Engagement

    Organisational Performance

  • content

    12

    employee involvement and it’s impact on employee engagement and organisational performance

    employee involvement in action – the ResMed continuous improvement program

    practical tips for involving your employees in decisions that concern them

  • practical tips for involving employees

    13

    ensure the consultation process is continuous

    set up regular meetings

    ask open questions

  • 2011 ARCS CLINICAL & LEADERSHIP CONFERENCE & AGM

    Thank you for attending this session.

    Please ensure you complete your evaluations and leave on table outside the room.