Page 1 Commercial Confidential Employee Surveys at Ballard – HRTG Employee Engagement Session May 5, 2015.

Slides:

Advertisements

Similar presentations

Communication & Employee Engagement - The Way Forward.

Advertisements

Developing Leaders through Conversations Dr. Anil Rao Paila, Dean & Director, Welingkar, Bangalore.

© COPYRIGHT 2013 SAPIENT CORPORATION | CONFIDENTIAL 1 Anne Teggart – June 2013 European Compensation & Benefits Lead Compensation and Benefits in a Challenging.

Strategic Value of the HR Function Presentation by

The Right Issues Exceeds Expectations Meets Expectations Needs Improvement N/A 1. The Board focuses on activities that will help the Company maximize shareholder.

Measuring Employee Engagement City and Borough of Juneau, Alaska Presented by Mila Cosgrove, HR Director.

2013 CollaboRATE Survey Results

ICT & Digital Strategy and Transformation Claudette Jones The City of Edinburgh Council.

Employee Engagement Readiness Name Department. Purpose / Objectives To help us prepare for the Employee Engagement (EE) Survey by ensuring a common understanding:

Human Resources The core of any business April 2014.

GRC©bridgegroupllc. The Challenge PoliticalAdministrative.

Meeting with IESBA CPAB Update Glenn Fagan and Kam Grewal April 7, 2014.

[Title of meeting] [Name of sponsor] [Date] For guidance on working with PowerPoint and reformatting slides, click on Help, then Microsoft PowerPoint Help,

The Impact of Lean Six Sigma Within Best Buy’s Services Division Kristina Nordstrom University of St. Thomas May 2008.

HR Consulting Services Vassia Atsali, Yioula Georgiou,

Innovation Leadership Training Day Five Building an innovation culture February 20, 2009 All materials © NetCentrics 2008 unless otherwise noted.

Business Excellence within The University of Bolton Strategic Planning Process 17 th October 2006.

Corporate Responsibility Index 14 April Athens A tool for improving management of and performance in corporate responsibility.

EADS Procurement Talent Management Maria Granero EADS Defence & Security Head of Procurement Projects, Spend Map & Reporting Archamps, 07/12/07.

Human Resources Office of Summary of Results 1 University of Minnesota Morris.

Stanford Employee Survey. Topics Background, Purpose of Employee Satisfaction Surveys –Survey Specifics –Survey Participants, Spring and Fall 2010 Fall.

Welcome to the Information Session on Leadership Competency Models

Overview of Evaluation Strategy and Results for Leadership Link event on May 1, 2007.

Employee Engagement Survey Education Session #3

Leadership Development Presented by: Pete Gates, CEO Karla Kretzschmer, VP of HR Susan Pasikowski, Training Manager.

Dialog Practices Connections Roundtable September 2014.

2012 American Coalition for Ethanol Conference Presented by: Ty Inglis, CPA & Jim Seurer, CEO Board Governance & Committee Structure.

The Design Approach to On-Demand Learning Using Agile W121 May 20, 2015 Suzanne Squillante Senior Principal, HR Talent Development Lynne Iati.

“Raising the bar in Customer Service”. 2Mercury Confidential & Proprietary Agenda Mercury Introduction Structure/Evolution of CSO Where we were Overview.

Involving the Whole Organization in Creating or Restructuring a Volunteer Program Louise DeIasi DeCava Consulting.

TAKING CONTROL OF THE KNOWLEDGE FLOW BY USING SELF-SERVICE AND KCS - Rob Matheson.

Driving People Passion Kaisri Nuengsigkapian Chief Encouraging Officer KPMG Phoomchai Group August 30, 2010.

Copyright © 2003, eePulse, Inc. 1 Transforming Surveys Into Leadership Tools.

Maricopa Priorities Status Update Fall Maricopa Priorities Basics What it isWhat it’s not A regular, cyclical, bottom-up process to: ▫Evaluate everything.

Agenda Background 2015 Survey Overview 2014 Recap Timeline Questions, Next Steps.

Lenovo Listens Manager Training Executive Summary

Trends in Corporate Governance Dr. Sandra B. Richtermeyer, CMA, CPA President, Institute of Management Accountants (IMA) June 21, 2011.

The Commonwealth of Massachusetts Agency Liaison Meeting Rollout #2 April 26, 2012.

Human Resources Office of Employee Engagement Survey Overview of Total University of Minnesota Results.

CFDLS © 2013 Central Florida Diversity Learning Series 2013 Evaluation Summary of Session 5 on September 24 th Leveraging ERG’s and Diversity Councils.

Employee engagement Guide Global Human Resources June 2014.

Human Resources Office of FACULTY Summary of Results _College of Design_FACULTY.

© 2006 Cisco Systems, Inc. All rights reserved.Cisco ConfidentialPresentation_ID 1 PEOPLE & COLLABORATION HR VIEW Joe Freddoso Senior Director, Employee.

Staff Survey 'Temperature Check'. Background National staff survey run annually Results made available 6 months after survey sent out Current climate.

Toronto Paramedic Services. Objective At the end of this slide show, you will:  Know more about the Talent Blueprint (TB) focus areas and why they are.

Preparing for NewCo: Finding and Leveraging Opportunity Kristina DiPalo, Founder/Owner, Elysian Communications LLC NJ IABC Strategic Communications Planning.

Interactive Training Skills: Evaluation Study Executive Summary Presentation Service Merchandise Company Date: Wednesday, April 6, 2011 CONFIDENTIAL Consultants:

Copyright, © 2004, Theresa M. Welbourne, Ph.D. 1 HR Confidence June Leadership Pulse Dr. Theresa M. Welbourne Preliminary Report June 16, 2004.

2005 HR Effectiveness Survey Responses and Results.

Staff Council 27 January 2011 Joeann Humbert Organizational Development, HR Sarah Pillittere Center For Professional Development, HR 1 Leadership Academy.

® Copyright © 2013 Open Geospatial Consortium Ideas for OGC Voluntary Leadership Group October 3 rd, 2013 Net Meeting House Keeping: Please mute microphone/telephone.

Copyright © 2014 Oracle and/or its affiliates. All rights reserved. | Change Readiness Assessment Analysis and Recommendations Presenter’s Name Presenter’s.

® MTAC Satisfaction Survey May ® Respondents * 89 Respondents * Primarily MTAC representatives (64%) * Association Executives (24%)

A. P. Moller - Maersk Employee Engagement Survey 2011 MDSI Corporate IT-Admin; RVA018 - Roberto - Valenciano Report.

Dick Price, Deb Sims, Jeff Decker—IEEE CS Scott LaChance—LMCO 16 July 2010 Lockheed Martin/ IEEE Computer Society Webinar Survey Results.

ACADEMIC PARTNERSHIPS COURSE REP TRAINING. WELCOME TO ACADEMIC PARTNERSHIPS AT PLYMOUTH UNIVERSITY Professor Simon Payne, Deputy Vice Chancellor and Dean.

Teacher Survey Highlights R&E/LWW May2014.

Stretching Yourself to Reach Greater Heights in Affinity Groups Organizing Support for GOLD Groups From Industry Dr. Tuptim Angkaew 15 th July 2006 IEEE.

CompassCare OT Executive Training Training Session 5 Organizational Management.

21 st Century Leadership Institute Workshop 5. Agenda Agree, Disagree, Unsure Dear ICT Abby School ICT Policy Case Study Present school websites Homework.

Human Resources Office of 1 Summary of Results College of Design Dean’s Reports.

SUPPORTING PEOPLE PROVIDER FORUMS An overview of Supporting People’s new approach to Performance Monitoring and Quality Assurance.

D. Randall Brandt, Ph.D. Vice President Customer Experience & Loyalty The Customer Experience Trust Factor Do You Know How Well Your Employees Are Delivering.

Creating Positive Culture through Leadership (Recovery Orientation) Jennifer Black.

1 CAREER PATHWAYS Welcome to…. Module 6 Performance Management.

13 Social Media and Networking. Introduction Social Media Types of Social Media Benefits and Challenges Measuring Social Media Performance.

Application of SharePoint 2010 Tools and Methods in Microsoft Dynamics AX.

Today’s Agenda The importance of a conversation

Core Competencies of a World Class Customer Advisory Board

Question 1 For the “Web Technologies in Job Search” lecture to what degree did you take away ideas that you will use later? great take away value to use.

Presentation transcript:

Page 1 Commercial Confidential Employee Surveys at Ballard – HRTG Employee Engagement Session May 5, 2015

Page 2 Commercial Confidential Agenda Ballard Surveys – The “Do It Yourself” Model Background: The ‘story’ of employee surveys at Ballard Current Survey Model: Process & Survey Tool Examples of Action Projects from Surveys Key Components of the Employee Survey process at Ballard Questions

Page 3 Commercial Confidential Background: History of Employee Surveys at Ballard 2003 – First Survey: BIG – External Consulting Firm 2006 – New CEO – Interactive Polling Process 2007 & 2008 – Combination: Interactive Polling & Web based Survey 2010 – Transition to our current model: Fully Web based/Global

Page 4 Commercial Confidential Ballard’s Current Survey Process 4 steps: survey design, survey deployment, results & analysis and action planning and repeat….. Start with previous years question set – maintain core questions to ensure trending Collaborate with Executive Leadership Team to include specific, key business questions that are tied to current/pressing business needs - What should be added/deleted? CEO sponsors/announces survey: survey is open for 1-2 weeks Lots of communication (from all levels of leadership) to encourage participation Analysis Action planning with Executive Group and beyond Communicate corporate results to all employees Further action planning at the functional level Updates/ongoing communication (including reporting out to the Board)

Page 5 Commercial Confidential Survey Tool – Survey Monkey Easy to use: set up/customize, manage, report out/extract Inexpensive (~$500/year) Global access/’on the road’ access

Page 6 Commercial Confidential The Ballard 2014 Survey…… 42 questions (including 5 ‘open text’ answers designed to gathered specific feedback on key business areas of focus) Core engagement questions & few topical questions Employees ‘self identify’ function and job level 5 point scale for responses (Strongly Agree, Slightly Agree, Agree, Slightly Disagree, Strongly Disagree) 95% participation 2 key corporate actions: quality & collaboration

Page 7 Commercial Confidential Examples of Action Project themes that have come out of the Ballard survey process…. Quality Career development Performance Management process improvement Physical work environment Customer service Effective leadership New business focus (Engineering Services) Collaboration Cost reduction

Page 8 Commercial Confidential Key Components of Ballard Survey Success Involvement: Leadership & beyond….not just an ‘HR’ project HR Facilitates (best practices) Trust/Confidentiality Streamlined/time effective More than just engagement questions…..includes key business questions Communication at every step ACTIONS More than an annual process…..look for the ‘life beyond’ the initial actions High participation = representative data A little incentive……..carrots (or should I say ‘cookies’ help)

Page 9 Commercial Confidential QUESTIONS If you have further questions....contact me: