Organizational Assessment and Development

Does your organization suffer from the following problems:
* Poor sales or customer service?
* Lower productivity than your competitors?
* Difficulties with decision making?
* “Counter-productive behavior”?
* High levels of staff turnover?
* High levels of staff absence?
* Insufficient innovation?
* Change programs or mergers failing to 'take' or not providing the anticipated benefits?

Research shows that in the UK only around 20% of workers are fully engaged in their jobs and 15% are actively disengaged. In these difficult times, do you know how many of your staff are firing on all cylinders? Between the fully engaged and the actively disengaged, we find 65% are somewhere in between, stuck in neutral. A further 15% feel under-challenged and under-utilised. Low levels of engagement are often associated with poor productivity, absenteeism, staff turnover and other costs. Highly engaged work-forces out-perform their competitors.

Through confidential surveys, focus groups and interviews we identify where people are, and are not, motivated and committed. Drilling beneath the surface of the data can reveal deeper underlying issues e.g. hiring the right people in the first place, the effectiveness of rewards and performance management, career advancement, stress, interpersonal conflict, inefficient processes, out-dated working practices, the physical environment, culture and morale. Working closely with your people we analyze and interpret the results, make recommendations and support action planning and implementation.

To find out more please call 01628 674398 or email info@self-insight.com.

Organizational Assessment

We offer several techniques for measuring the health and effectivess of organizations.

• Organizational engagement surveys. Our employee engagement surveys measure the extent to which employees feel they are are motivated and actively contributing to their organization. The surveys cover a range of factors associated with organizational success. The surveys are generally online and can be accessed by a smartphone. We can also handle paper, fax or spreadsheet formats. We also provide multi-lingual translated surveys. Security and confidentiality are paramount.
• Bespoke employee surveys. We can work with you to design a tailored questionnaire or use an existing tried and trusted instrument you may already favour. We have also produced organizational effectiveness surveys (focussed more on performance and alignment with strategy), culture surveys (drilling deeper into the values, norms, beliefs and assumptions of the organization) and straightforward employee satisfaction surveys.
• Pulse surveys. In addition to traditional annual or one-off surveys, we offer continuous pulse surveys. These are run monthly on samples of employees to track perceptions on key topics over a finer-grained time-scale than yearly. The questionnaire can also be changed over time to track hot topics that emerge over time. They are particularly useful during times of change e.g. following mergers and acquisitions or major re-structuring.
• Focus groups. These allow issues to be explored in more depth, in a richer and less formal format than a questionnaire.
• Interviews with key stakeholders. These are intended to delve into root causes and the deeper structure of the organization.
• Exit Surveys. We can poll leavers to help feed back into the system their reasons, so any problems can be addressed and future turnover reduced.

Analysis

We work with senior managers and other key stakeholders to explore the implications of the findings on organizational strategy.

• Reports. We produce a range of reports:
  • A high level executive summary, drawing out the key findings.
  • Detailed results cut by demographics, business units, geography etc.
  • Comparisons with previous years to show trends, or benchmarked against the results of other organizations.
  • Respondent comments, which add colour and detail.
• Linkage analysis. Real value can be added to organizational surveys by establishing linkages between employee perceptions, and key business metrics. A classic example is the US retail store chain, Sears, in the 1990s, which established statistical linkages between employee satisfaction and profitability. Across their stores, on average, they found that for every 5 percentage point increase in employee satisfaction, there was a 1.3 percentage point increase in customer loyalty, which in turn mapped onto a 0.5% increase in revenue growth. By targetting business units with poor employee satisfaction levels, and changing management practices to enhance morale and thereby customer satisfaction, Sears attained significant improvements in revenue and profitability. If you confidentially provide us with your output metrics such as profitability, sales, customer satisfaction or loyalty, employee turnover or attrition, we will identify the linkages between them people performance.
• HR analytics. We can compare HR and business metrics to build predictive models that enable managers to identify points of greatest leverage for HR interventions; map human capital across the organization and measure return on investment on HR programmes.

Change, Development and Outcomes

Armed with knowledge of the state of play within you organization, and a clear statement of objectives, we can work with you to make change happen, and embed it into new ways of operating. We provide training to managers to discuss findings within their work-groups, address issues and map out a way forward to create real change. We also run follow-up surveys to demonstrate measurable performance improvements. Typical changes that have emerged as a result of employee feedback are:

• Improvements to processes and the work environment to reduce stress.
• The introduction of 360-degree feedback and a coaching style of management to improve leadership style.
• Training programmes to improve customer service.
• Improvements to performance management and career development processes to enhance motivation.
• Communication programmes, team events and incentives to improve energy levels

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© Self-insight Ltd. 2011