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

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

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

4. Why Employee Engagement?

5. 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

6. 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
®Net Promoter, NPS, and Net Promoter Score are registered trademarks of SatMetrix Systems, Inc., Bain & Company, and Fred Reichheld

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

9. 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?

11. 6 Steps to Get Going

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

13. 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

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

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

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

17. 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.

18. 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.

20. Questions
Please use the question box in your GoToWebinar panel.

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