The Insightlink Approach to Employee Surveys - PowerPoint PPT Presentation

Title: The Insightlink Approach to Employee Surveys


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The Insightlink Approach to Employee
SurveysInsightlinks 4Cs survey tool is our
clients top choice again and again because it
offers a proven, actionable, easy-to-understand
framework for increasing employee engagement.
777 E. Tahquitz Canyon Way, Suite 200-175 ?
Palm Springs, California 92262 USA T
866-802-8095 ? F 877-866-8301 ?
info_at_insightlink.com
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Why Survey Employees?
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Why Survey Employees?
To Improve Overall Organizational Performance

• There is substantial evidence that highly
  satisfied and engaged employees lead to more
  positive outcomes for their organizations,
  including higher productivity, improved employee
  retention, greater customer satisfaction and, if
  appropriate, better financial performance

Companies listed in the 100 Best Companies to
Work For in America generated 2.3 to 3.8
higher stock returns than all other organizations
each year from 1984 through to 2011.
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Why Choose Insightlink?
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Why Choose Insightlink?
To Get the Knowledge and Insight You Need to
Improve Job Satisfaction and Employee Engagement
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Insightlinks 4Cs Model

• As part of an extensive review of both academic
  and business research on employee satisfaction,
  Insightlink designed a framework for
  questionnaire development and strategic analysis
  called the 4Cs, which are
• Commitment
• Corporate Culture
• Communications
• Compensation
• These four key elements drive employee
  satisfaction/engagement and are the foundation
  for all Insightlink employee surveys, although
  with customization and refinements so as to best
  fit the needs of Insightlink clients.
• The quantitative results are supplemented by rich
  employee comments that provide insights into the
  stories behind the numbers.
• Having this comprehensive framework to evaluate
  your survey results enables you to target your
  action plans based on that areas that will give
  you the greatest impact.

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Insightlinks 4Cs Model
Just knowing your employee's overall job
satisfaction is only the start. It tells you
where you stand now, but not where you need to
go. That's why we developed our 4Cs model of
employee satisfaction and engagement
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Employee Loyalty Matrix

• Insightlinks Loyalty Matrix combines employee
  satisfaction with anticipated tenure (proven to
  be an accurate predictor of eventual behavior) to
  create four segments
• Dissatisfied Compromisers generally have a
  detrimental impact on both individual
  productivity and overall morale. The good news is
  that, when organizations commit to Action Plans
  based on the survey results, they can see
  improvements in overall satisfaction and
  Committed Loyalists, with an average increase of
  7 percentage points in job satisfaction between
  studies.
• In most cases, weve found that the sum of Change
  Seekers and Satisfied Opportunists is a good
  predictor of an organizations actual level of
  employee turnover.

Committed Loyalists Extremely/very satisfied with their jobs and plan to stay 2 or more years
Satisfied Opportunists Extremely/very satisfied with their jobs and plan to stay less than 2 years
Dissatisfied Compromisers Somewhat/not very/not at all satisfied with their jobs and plan to stay 2 or more years
Change Seekers Somewhat/not very/not at all satisfied with their jobs and plan to stay less than 2 years
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Employee Loyalty Matrix
This chart combines the level of satisfaction
with intention to stay to create four distinct
employee segments. Typically, Committed Loyalists
should account for at least 55 of a company's
employees. The remaining employees should be
distributed somewhat evenly across the other
three segments.
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Employee Engagement Index

• Insightlinks Engagement Index is a
  straightforward single-number score that reflects
  an organizations success at engaging their
  workforce and compares the average (calculated on
  a 0-100 scale) to a benchmark norm.
• This measure incorporates the key variables of
  engagement, including taking pride in their work,
  being treated with respect and dignity, sharing a
  positive feeling of morale with their colleagues,
  being satisfied with the level of reward and
  recognition and of their advancement
  opportunities and believing in the organizations
  mission/vision/values.

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Benchmarking

• The quality of Insightlinks norm database is a
  key reason for choosing Insightlink. Insightlink
  norms are developed via a specially commissioned,
  representative survey of employees conducted on
  an annual basis that is balanced against Bureau
  of Labor Statistics figures in terms of such key
  factors as company size, range of industry types,
  geography and employee demographics.
• The result of this balanced sampling is a
  rigorously scientific, fully accurate view that
  provides valid and reliable benchmarks. Our
  proprietary database of benchmark norms covers
  every question in our standard Employee
  Engagement Survey and we maintain the data
  integrity of our benchmarks by deliberately not
  including any clients data in our norms.
• Because we use an extremely large national survey
  of employees to build our database, the number of
  clients we have in a particular industry does not
  determine our ability to deliver actionable
  results with industry-specific normative data for
  context.
• These norms allow us to compare the survey scores
  for our clients against those of a representative
  sample of U.S. employees overall and for specific
  industry groups.

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Motivations Drivers Analysis

• A Motivations and Drivers Analysis consists of
• Using correlation analysis to determine the top
  10-15 drivers of job satisfaction within an
  organization these represent the workplace
  elements that have a disproportionately positive
  impact on employee satisfaction
• Assessing the organizations performance on those
  elements using a three part classification
  system
• Equities these are the factors on which the
  organization is performing very well and should
  work to maintain these strengths
• Opportunities these are the factors that show
  moderate performance levels and on which
  improvement would help boost overall job
  satisfaction
• Weaknesses these are the factors that offer the
  greatest potential to improve job satisfaction
  and addressing them should be a priority in
  action planning

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Motivations Drivers Analysis
Classification of those drivers in Community
Health Centers
OPPORTUNITIES (High contribution and moderate
performance) How well jobs are defined Fulfillment
of mission
WEAKNESSES (High contribution and low
performance) Communications Division of
work Reward and recognition Opportunities for
advancement

• EQUITIES
• (High contribution and high performance)
• Work is respected
• Abilities and skills
• Immediate supervisors

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4Cs Presentation Format

• Insightlink 4Cs reports provide your results in
  an easy-to-read, presentation-ready format,
  including highlighting the key gaps in each of
  the 4Cs
• When past data is available, new data is
  benchmarked against it to show year-over-year
  trending data.

For ease of analysis, when past data is shown,
these symbols are used to indicate changes
since a previous study in top two box
scores
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Typical Timing for 4Cs Studies
Task Proposed Timing
Draft survey for review Sent following receipt of signed Service Agreement and completed Issues Discovery
Final questionnaire approval Depends on internal feedback, goal date is within 2-3 weeks of receiving the Issues Discovery document
Survey system set-up/launch Online, 2 days after final approval and/or receipt of employee email list Hardcopy surveys require about 1 week for printing and shipping
Reminders to online participants At intervals determined by participation rate (usually every 2-3 days)
Survey close Usually 2-3 weeks after study launch (determined with the client)
Data tabulations Ready 1 week after survey close or receipt of hardcopy surveys (whichever later)
Comprehensive Analytical Report 3-4 weeks after survey close
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Action Planning Guide

• Successful action planning is a critical
  component of successful employee surveys and
  Insightlink publishes an electronic 4Cs Action
  Planning e-Guide with Form Fillable Worksheets
  (unlimited internal use). Http//www.insightlink.c
  om.