Shows the importance of conducting employee opinion surveys.
Companies lose $350 billion a year because of employee disengagement. Disengaged employees impact your business' productivity, level of innovation, and ultimately the bottom line.
2. 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.
3. 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.
4. 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)
5. 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
6. 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.
7. 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
8. 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).
9. 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.
11. 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.
12. Employee Opinion Survey 2012
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%
23. Employee Opinion Survey 2012
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%
Total Favorable Neutral Total Unfavorable
24. Employee Opinion Survey 2012
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%
Total Favorable Neutral Total Unfavorable
26. Employee Opinion Survey 2012
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
27. Employee Opinion Survey 2012
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%
* Represents a statistically Significant Difference
29. Employee Opinion Survey 2012
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
30. Employee Opinion Survey 2012
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%
Strongly Agree Agree Neutral Disagree Strongly Disagree
32. Employee Opinion Survey 2012
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
* Represents a statistically Significant Difference
33. Employee Opinion Survey 2012
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.
* Represents a statistically Significant Difference
35. Employee Opinion Survey 2012
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%
Strongly Agree Agree Neutral Disagree Strongly Disagree
40. Employee Opinion Survey 2012
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.
41. 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.
42. 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
43. 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