Best Practices for Incorporating an Employee Engagement Survey May 24th, 2017

Quick Housekeeping Questions Webinar Recording + Slides Webinar Survey Phone lines are muted Submit via question box in panel Webinar Recording + Slides Emailed after the webinar Webinar Survey We love feedback!

About Me Christine Lockwood University of Iowa With SATISFYD since 2013 Employee Success Team

Why Employee Engagement?

of the disengaged employees Impact 84% of highly engaged employees believe they can positively impact the quality of their organization’s products, compared with only 31% of the disengaged employees 72% of highly engaged employees believe they can positively affect customer service, versus 27% of the disengaged 68% of highly engaged employees believe they can positively impact costs in their job or unit, compared with just 19% of the disengaged QUALITY CUSTOMER COSTS *What Engages Employees the Most, Ivey Business Journal

The Promoter Flywheel Loyal Customers Buy more Stay longer Refer friends Provide feedback & ideas Engaged Employees Are enthusiastic about their work Provide better customer experiences Influence other employees http://www.bain.com/publications/articles/the-chemistry-of-enthusiasm.aspx ®Net Promoter, NPS, and Net Promoter Score are registered trademarks of SatMetrix Systems, Inc., Bain & Company, and Fred Reichheld

Take a moment. How does your company obtain employee feedback today?

Key Questions to Ask Is your organization supportive? Are they willing to make it a strategic priority? Is your team motivated to not only analyze the results, but set defined goals and act on them? Are people motivated to use the information for their own growth and development? Does your organization have a coach/hero/ or resources to create and implement actions plans and follow up with goal setting? Will managers and/or leadership be held accountable to discuss the results and create a development plan?

6 Steps to Get Going

1. Get Organization Buy-In Create awareness Involve others Clarify the opportunity Define resources

2. Define Objectives Learn organizational strengths and opportunities Learn location/department specific strengths and opportunities Gain credible, authentic feedback that will help influence leadership decisions Improve employee productivity Define yearly goals that are based on opportunity areas Increase staff excitement and commitment to organization Decrease talent management costs Increases long-term growth potential Measure/assess current state Improve engagement efforts based on data/feedback Give employees a voice Help direct internal planning Confirm best practice alignment Uncover opportunity areas that may have been overlooked

3. Decide on Process In-house Third-party Other method

4. Define Your Process Who should take the survey? Create your timeline Set a response rate goal Provide a place for questions/concerns

5. Create a Communication Plan Introduction + intent Instructions + timeline Touch on anonymity Encourage responses Questions/Concerns Thank you + Next Steps Share results

6. Plan ahead Analyze results for themes/trends and apply your local knowledge with survey findings. Review results with leadership to ensure shared understanding. Identify and agree on 2-3 organization-wide areas for improvement. Identify and agree on 2-3 organization-wide areas of excellence. Review results with location/department-specific managers. Identify and agree on 2-3 location/department specific areas for improvement. Identify and agree on 2-3 location/department specific areas of excellence. Communicate shared understanding of the results and organization-wide findings and goals to all employees. Also, share location/department findings and goals where applicable.

6. Plan ahead Include employees in discussion on how to accomplish goals. Ensure an open discussion that encourages contribution. Select the solutions for improvement. For each, define the processes to be followed and a timeline for implementation. Select an owner for each improvement process. Establish clear goals to monitor progress and define when and how success will be measured. Review progress frequently and report up throughout the organization on progress. Share learnings of implemented changes throughout the organization.

Questions Please use the question box in your GoToWebinar panel.

Thank you! Christine Lockwood SATISFYD clockwood@satisfyd.com 630.276.7941