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Employee Engagement Survey Best Practices
Leadership Intelligencereg Webinar
wwwDecision-Wisecom
About DecisionWise
Founded 1996
30 countries
70 languages
200+ clients
One of the fastest growing
private companies in America
wwwDecision-Wisecom
White PapersSamples
White Papers Sample Surveys
wwwDecision-Wisecom
Four Outcome Levels
Transformational
Transactional
wwwDecision-Wisecom
Year 1-3 Roadmap
Year 1 Year 2 Year 3+
Establish Baseline
Confidentiality
Executive planning
Share overall results
Do something
Trend
Demographic breakouts
Results to managers-action planning
Business metrics
Training
Leadership Development
Accountability
Organizational Development
wwwDecision-Wisecom
What is Employee Engagement
Employee engagement is an emotional state where we feel passionate energetic and committed toward
our work
In turn we fully invest our best selves- our hearts spirits minds and hands- in the work we do
wwwDecision-Wisecom
The Engagement Experience
Engagement
Satisfaction
Tran
sform
atio
na
lHearts Spirits Minds and Hands
Contractual
Tran
sac
tion
al
wwwDecision-Wisecom
The Engagement Experience
Satisfaction
Tran
sform
atio
na
lHearts Spirits Minds and Hands
Contractual
Tran
sac
tion
al
M A G I CMeaning Autonomy Growth Impact Connection
wwwDecision-Wisecom
We Wrote the Book on Engagement
wwwDecision-Wisecom
Anchor Questions
1 It is easy to become absorbed in my job
2 I find enjoyment in the job that I perform
3 I would recommend this organization as a great place to work
4 My job is stimulating and energizing
5 If given a choice I would remain with this organization even if a
job with similar pay and benefits were available elsewhere
6 Overall I love my job
wwwDecision-Wisecom
Engagement Index
4
18
46
32
0
10
20
30
40
50
60
70
80
90
100
Fully Engaged
Key Contributors
Opportunity Group
Fully Disengaged
wwwDecision-Wisecom
Engagement Spectrum
Fully
Disengaged
Opportunity
Group
Key
Contributor
Fully
Engaged
Make sarcastic jokes about work
Spend significant time taking care of
personal needs
Stick to what you know and take few
risks
Feel stretched beyond your
comfort zone
Speak poorly about the company and
leaders
Do just enough to get by and not get in
trouble
Respond well to leadership
Take personal satisfaction in the
quality of your work
Look for ways to find blame
Pay is a big reason why you stay
Rarely stretched by assignments
Work can be stressful but is also rewarding and fun
You quit stay and corrupt
Yoursquore putting in the time
Committed to your job
You love your job
wwwDecision-Wisecom
Manager Influence on Engagement
36
24
14 14
48
51
4345
12
20
34
32
35
9 9
000
1000
2000
3000
4000
5000
6000
Fully Engaged (n=808) Key Contributor(n=1154)
Opportunity Group(n=292)
Fully Disengaged (n=46)
Em
plo
ye
e E
ng
ag
em
en
t G
rou
ps
(
of
To
tal)
Manager Engagement Groups
Fully Engaged
Key Contributors
Opportunity Group
Fully Disengaged
wwwDecision-Wisecom
Attrition IndexI see myself working at this company this time next year
High Turnover Potential Moderate Turnover Potential
Engagement Category1-Strongly Disagree
2-Disagree 3-Neutral 4-Agree5-Strongly
Agree
Fully Engagedn=305
0 2 5 21 72
Key Contributor n=651
0 4 21 53 22
Opportunity n=318
3 4 55 30 8
Fully Disengaged n=54
43 28 17 12 0
wwwDecision-Wisecom
Customer SatisfactionLocations with the greatest gains and top 10 percent of engagement scores shows the greatest increase in customer satisfaction
270
197
074
020005
000
050
100
150
200
250
300
Greatest Gains Top 10 Overall Average Bottom 10 Greatest Losses
Cu
sto
me
r S
atis
fact
ion
Var
ian
ce
Fully Engaged Group Variance
Customer Satisfaction Variance by
Fully Engaged Group Variance (year over year)
wwwDecision-Wisecom
Workers Compensation Claims
Percent of employees with claims
91
66
5058
00
20
40
60
80
100
Fully Disengaged (n=66) Opportunity Group (n=182) Key Contributor (n=635) Fully Engaged (n=589)
wwwDecision-Wisecom
Union Vulnerability
The following table shows the results of the 2013 Union Vulnerability Index
Category(Mean Score Range)
High
Vulnerability(lt249)
Opportunity(25-349)
Moderate
Vulnerability(35-449)
Low Vulnerability(gt45)
2011 Percentage 10 26 44 21
2012 Percentage 10 17 33 41
2013 Percentage 12 26 43 19
Note Totals may vary slightly due to rounding
wwwDecision-Wisecom
Engagement Migration Analysis
wwwDecision-Wisecom
Organization Goal Caring
ldquoThis organization cares about employeesrdquo
1 Senior leaders need to be visible
2 Daily rounds initiative ldquoRoundingrdquo
3 One hour of open-office time each day
4 Added question ldquoThe leaders of my department are visible on a regular basisrdquo
4
wwwDecision-Wisecom
Organization Goals
6 Best Practices
1 Sponsorship Strong aligned leadership
2 Direction Set at the top
3 Alignment ldquoI see how my work fits into overall missionrdquo
4 Transparency ldquoI trust that senior leadership is looking out for merdquo
5 Communication (employee voice) ldquoSuggestions for improvement are listened to and taken
seriouslyrdquo
6 Progress reports Feedback and accountability
wwwDecision-Wisecom
32
28
17
23
Upward
Stayed the Same
Downward
Donrsquot know
Companies with Engagement Trending UpwardBased on any employee survey results over the past 3 years has the overall level of Employee Engagement in your organization trendedhellip
32 of companies report that engagement in their organization has increased over the past three years 28 report engagement has stayed the same and 17 say that it has actually gone down
wwwDecision-Wisecom
Employee Engagement Survey Best Practices
1 Consistently measure employee engagement
2 Involve all managers in action planning
3 Provide training
4 Measure ROI
5 Work with an outside provider
4
24
49
23
0
10
20
30
40
50
60
70
80
90
100
Fully Engaged
Key Contributors
OpportunityGroup
Fully Disengaged
wwwDecision-Wisecom
DecisionWise Employee Engagement Solutions
1 Survey customization
2 Online interactive reporting
3 Benchmarking
4 In-depth analysis
5 Business metric comparisons
6 Expert consulting
7 Roll-out training and follow-up
wwwDecision-Wisecom
About DecisionWise
Founded 1996
30 countries
70 languages
200+ clients
One of the fastest growing
private companies in America
wwwDecision-Wisecom
White PapersSamples
White Papers Sample Surveys
wwwDecision-Wisecom
Four Outcome Levels
Transformational
Transactional
wwwDecision-Wisecom
Year 1-3 Roadmap
Year 1 Year 2 Year 3+
Establish Baseline
Confidentiality
Executive planning
Share overall results
Do something
Trend
Demographic breakouts
Results to managers-action planning
Business metrics
Training
Leadership Development
Accountability
Organizational Development
wwwDecision-Wisecom
What is Employee Engagement
Employee engagement is an emotional state where we feel passionate energetic and committed toward
our work
In turn we fully invest our best selves- our hearts spirits minds and hands- in the work we do
wwwDecision-Wisecom
The Engagement Experience
Engagement
Satisfaction
Tran
sform
atio
na
lHearts Spirits Minds and Hands
Contractual
Tran
sac
tion
al
wwwDecision-Wisecom
The Engagement Experience
Satisfaction
Tran
sform
atio
na
lHearts Spirits Minds and Hands
Contractual
Tran
sac
tion
al
M A G I CMeaning Autonomy Growth Impact Connection
wwwDecision-Wisecom
We Wrote the Book on Engagement
wwwDecision-Wisecom
Anchor Questions
1 It is easy to become absorbed in my job
2 I find enjoyment in the job that I perform
3 I would recommend this organization as a great place to work
4 My job is stimulating and energizing
5 If given a choice I would remain with this organization even if a
job with similar pay and benefits were available elsewhere
6 Overall I love my job
wwwDecision-Wisecom
Engagement Index
4
18
46
32
0
10
20
30
40
50
60
70
80
90
100
Fully Engaged
Key Contributors
Opportunity Group
Fully Disengaged
wwwDecision-Wisecom
Engagement Spectrum
Fully
Disengaged
Opportunity
Group
Key
Contributor
Fully
Engaged
Make sarcastic jokes about work
Spend significant time taking care of
personal needs
Stick to what you know and take few
risks
Feel stretched beyond your
comfort zone
Speak poorly about the company and
leaders
Do just enough to get by and not get in
trouble
Respond well to leadership
Take personal satisfaction in the
quality of your work
Look for ways to find blame
Pay is a big reason why you stay
Rarely stretched by assignments
Work can be stressful but is also rewarding and fun
You quit stay and corrupt
Yoursquore putting in the time
Committed to your job
You love your job
wwwDecision-Wisecom
Manager Influence on Engagement
36
24
14 14
48
51
4345
12
20
34
32
35
9 9
000
1000
2000
3000
4000
5000
6000
Fully Engaged (n=808) Key Contributor(n=1154)
Opportunity Group(n=292)
Fully Disengaged (n=46)
Em
plo
ye
e E
ng
ag
em
en
t G
rou
ps
(
of
To
tal)
Manager Engagement Groups
Fully Engaged
Key Contributors
Opportunity Group
Fully Disengaged
wwwDecision-Wisecom
Attrition IndexI see myself working at this company this time next year
High Turnover Potential Moderate Turnover Potential
Engagement Category1-Strongly Disagree
2-Disagree 3-Neutral 4-Agree5-Strongly
Agree
Fully Engagedn=305
0 2 5 21 72
Key Contributor n=651
0 4 21 53 22
Opportunity n=318
3 4 55 30 8
Fully Disengaged n=54
43 28 17 12 0
wwwDecision-Wisecom
Customer SatisfactionLocations with the greatest gains and top 10 percent of engagement scores shows the greatest increase in customer satisfaction
270
197
074
020005
000
050
100
150
200
250
300
Greatest Gains Top 10 Overall Average Bottom 10 Greatest Losses
Cu
sto
me
r S
atis
fact
ion
Var
ian
ce
Fully Engaged Group Variance
Customer Satisfaction Variance by
Fully Engaged Group Variance (year over year)
wwwDecision-Wisecom
Workers Compensation Claims
Percent of employees with claims
91
66
5058
00
20
40
60
80
100
Fully Disengaged (n=66) Opportunity Group (n=182) Key Contributor (n=635) Fully Engaged (n=589)
wwwDecision-Wisecom
Union Vulnerability
The following table shows the results of the 2013 Union Vulnerability Index
Category(Mean Score Range)
High
Vulnerability(lt249)
Opportunity(25-349)
Moderate
Vulnerability(35-449)
Low Vulnerability(gt45)
2011 Percentage 10 26 44 21
2012 Percentage 10 17 33 41
2013 Percentage 12 26 43 19
Note Totals may vary slightly due to rounding
wwwDecision-Wisecom
Engagement Migration Analysis
wwwDecision-Wisecom
Organization Goal Caring
ldquoThis organization cares about employeesrdquo
1 Senior leaders need to be visible
2 Daily rounds initiative ldquoRoundingrdquo
3 One hour of open-office time each day
4 Added question ldquoThe leaders of my department are visible on a regular basisrdquo
4
wwwDecision-Wisecom
Organization Goals
6 Best Practices
1 Sponsorship Strong aligned leadership
2 Direction Set at the top
3 Alignment ldquoI see how my work fits into overall missionrdquo
4 Transparency ldquoI trust that senior leadership is looking out for merdquo
5 Communication (employee voice) ldquoSuggestions for improvement are listened to and taken
seriouslyrdquo
6 Progress reports Feedback and accountability
wwwDecision-Wisecom
32
28
17
23
Upward
Stayed the Same
Downward
Donrsquot know
Companies with Engagement Trending UpwardBased on any employee survey results over the past 3 years has the overall level of Employee Engagement in your organization trendedhellip
32 of companies report that engagement in their organization has increased over the past three years 28 report engagement has stayed the same and 17 say that it has actually gone down
wwwDecision-Wisecom
Employee Engagement Survey Best Practices
1 Consistently measure employee engagement
2 Involve all managers in action planning
3 Provide training
4 Measure ROI
5 Work with an outside provider
4
24
49
23
0
10
20
30
40
50
60
70
80
90
100
Fully Engaged
Key Contributors
OpportunityGroup
Fully Disengaged
wwwDecision-Wisecom
DecisionWise Employee Engagement Solutions
1 Survey customization
2 Online interactive reporting
3 Benchmarking
4 In-depth analysis
5 Business metric comparisons
6 Expert consulting
7 Roll-out training and follow-up
wwwDecision-Wisecom
White PapersSamples
White Papers Sample Surveys
wwwDecision-Wisecom
Four Outcome Levels
Transformational
Transactional
wwwDecision-Wisecom
Year 1-3 Roadmap
Year 1 Year 2 Year 3+
Establish Baseline
Confidentiality
Executive planning
Share overall results
Do something
Trend
Demographic breakouts
Results to managers-action planning
Business metrics
Training
Leadership Development
Accountability
Organizational Development
wwwDecision-Wisecom
What is Employee Engagement
Employee engagement is an emotional state where we feel passionate energetic and committed toward
our work
In turn we fully invest our best selves- our hearts spirits minds and hands- in the work we do
wwwDecision-Wisecom
The Engagement Experience
Engagement
Satisfaction
Tran
sform
atio
na
lHearts Spirits Minds and Hands
Contractual
Tran
sac
tion
al
wwwDecision-Wisecom
The Engagement Experience
Satisfaction
Tran
sform
atio
na
lHearts Spirits Minds and Hands
Contractual
Tran
sac
tion
al
M A G I CMeaning Autonomy Growth Impact Connection
wwwDecision-Wisecom
We Wrote the Book on Engagement
wwwDecision-Wisecom
Anchor Questions
1 It is easy to become absorbed in my job
2 I find enjoyment in the job that I perform
3 I would recommend this organization as a great place to work
4 My job is stimulating and energizing
5 If given a choice I would remain with this organization even if a
job with similar pay and benefits were available elsewhere
6 Overall I love my job
wwwDecision-Wisecom
Engagement Index
4
18
46
32
0
10
20
30
40
50
60
70
80
90
100
Fully Engaged
Key Contributors
Opportunity Group
Fully Disengaged
wwwDecision-Wisecom
Engagement Spectrum
Fully
Disengaged
Opportunity
Group
Key
Contributor
Fully
Engaged
Make sarcastic jokes about work
Spend significant time taking care of
personal needs
Stick to what you know and take few
risks
Feel stretched beyond your
comfort zone
Speak poorly about the company and
leaders
Do just enough to get by and not get in
trouble
Respond well to leadership
Take personal satisfaction in the
quality of your work
Look for ways to find blame
Pay is a big reason why you stay
Rarely stretched by assignments
Work can be stressful but is also rewarding and fun
You quit stay and corrupt
Yoursquore putting in the time
Committed to your job
You love your job
wwwDecision-Wisecom
Manager Influence on Engagement
36
24
14 14
48
51
4345
12
20
34
32
35
9 9
000
1000
2000
3000
4000
5000
6000
Fully Engaged (n=808) Key Contributor(n=1154)
Opportunity Group(n=292)
Fully Disengaged (n=46)
Em
plo
ye
e E
ng
ag
em
en
t G
rou
ps
(
of
To
tal)
Manager Engagement Groups
Fully Engaged
Key Contributors
Opportunity Group
Fully Disengaged
wwwDecision-Wisecom
Attrition IndexI see myself working at this company this time next year
High Turnover Potential Moderate Turnover Potential
Engagement Category1-Strongly Disagree
2-Disagree 3-Neutral 4-Agree5-Strongly
Agree
Fully Engagedn=305
0 2 5 21 72
Key Contributor n=651
0 4 21 53 22
Opportunity n=318
3 4 55 30 8
Fully Disengaged n=54
43 28 17 12 0
wwwDecision-Wisecom
Customer SatisfactionLocations with the greatest gains and top 10 percent of engagement scores shows the greatest increase in customer satisfaction
270
197
074
020005
000
050
100
150
200
250
300
Greatest Gains Top 10 Overall Average Bottom 10 Greatest Losses
Cu
sto
me
r S
atis
fact
ion
Var
ian
ce
Fully Engaged Group Variance
Customer Satisfaction Variance by
Fully Engaged Group Variance (year over year)
wwwDecision-Wisecom
Workers Compensation Claims
Percent of employees with claims
91
66
5058
00
20
40
60
80
100
Fully Disengaged (n=66) Opportunity Group (n=182) Key Contributor (n=635) Fully Engaged (n=589)
wwwDecision-Wisecom
Union Vulnerability
The following table shows the results of the 2013 Union Vulnerability Index
Category(Mean Score Range)
High
Vulnerability(lt249)
Opportunity(25-349)
Moderate
Vulnerability(35-449)
Low Vulnerability(gt45)
2011 Percentage 10 26 44 21
2012 Percentage 10 17 33 41
2013 Percentage 12 26 43 19
Note Totals may vary slightly due to rounding
wwwDecision-Wisecom
Engagement Migration Analysis
wwwDecision-Wisecom
Organization Goal Caring
ldquoThis organization cares about employeesrdquo
1 Senior leaders need to be visible
2 Daily rounds initiative ldquoRoundingrdquo
3 One hour of open-office time each day
4 Added question ldquoThe leaders of my department are visible on a regular basisrdquo
4
wwwDecision-Wisecom
Organization Goals
6 Best Practices
1 Sponsorship Strong aligned leadership
2 Direction Set at the top
3 Alignment ldquoI see how my work fits into overall missionrdquo
4 Transparency ldquoI trust that senior leadership is looking out for merdquo
5 Communication (employee voice) ldquoSuggestions for improvement are listened to and taken
seriouslyrdquo
6 Progress reports Feedback and accountability
wwwDecision-Wisecom
32
28
17
23
Upward
Stayed the Same
Downward
Donrsquot know
Companies with Engagement Trending UpwardBased on any employee survey results over the past 3 years has the overall level of Employee Engagement in your organization trendedhellip
32 of companies report that engagement in their organization has increased over the past three years 28 report engagement has stayed the same and 17 say that it has actually gone down
wwwDecision-Wisecom
Employee Engagement Survey Best Practices
1 Consistently measure employee engagement
2 Involve all managers in action planning
3 Provide training
4 Measure ROI
5 Work with an outside provider
4
24
49
23
0
10
20
30
40
50
60
70
80
90
100
Fully Engaged
Key Contributors
OpportunityGroup
Fully Disengaged
wwwDecision-Wisecom
DecisionWise Employee Engagement Solutions
1 Survey customization
2 Online interactive reporting
3 Benchmarking
4 In-depth analysis
5 Business metric comparisons
6 Expert consulting
7 Roll-out training and follow-up
wwwDecision-Wisecom
Four Outcome Levels
Transformational
Transactional
wwwDecision-Wisecom
Year 1-3 Roadmap
Year 1 Year 2 Year 3+
Establish Baseline
Confidentiality
Executive planning
Share overall results
Do something
Trend
Demographic breakouts
Results to managers-action planning
Business metrics
Training
Leadership Development
Accountability
Organizational Development
wwwDecision-Wisecom
What is Employee Engagement
Employee engagement is an emotional state where we feel passionate energetic and committed toward
our work
In turn we fully invest our best selves- our hearts spirits minds and hands- in the work we do
wwwDecision-Wisecom
The Engagement Experience
Engagement
Satisfaction
Tran
sform
atio
na
lHearts Spirits Minds and Hands
Contractual
Tran
sac
tion
al
wwwDecision-Wisecom
The Engagement Experience
Satisfaction
Tran
sform
atio
na
lHearts Spirits Minds and Hands
Contractual
Tran
sac
tion
al
M A G I CMeaning Autonomy Growth Impact Connection
wwwDecision-Wisecom
We Wrote the Book on Engagement
wwwDecision-Wisecom
Anchor Questions
1 It is easy to become absorbed in my job
2 I find enjoyment in the job that I perform
3 I would recommend this organization as a great place to work
4 My job is stimulating and energizing
5 If given a choice I would remain with this organization even if a
job with similar pay and benefits were available elsewhere
6 Overall I love my job
wwwDecision-Wisecom
Engagement Index
4
18
46
32
0
10
20
30
40
50
60
70
80
90
100
Fully Engaged
Key Contributors
Opportunity Group
Fully Disengaged
wwwDecision-Wisecom
Engagement Spectrum
Fully
Disengaged
Opportunity
Group
Key
Contributor
Fully
Engaged
Make sarcastic jokes about work
Spend significant time taking care of
personal needs
Stick to what you know and take few
risks
Feel stretched beyond your
comfort zone
Speak poorly about the company and
leaders
Do just enough to get by and not get in
trouble
Respond well to leadership
Take personal satisfaction in the
quality of your work
Look for ways to find blame
Pay is a big reason why you stay
Rarely stretched by assignments
Work can be stressful but is also rewarding and fun
You quit stay and corrupt
Yoursquore putting in the time
Committed to your job
You love your job
wwwDecision-Wisecom
Manager Influence on Engagement
36
24
14 14
48
51
4345
12
20
34
32
35
9 9
000
1000
2000
3000
4000
5000
6000
Fully Engaged (n=808) Key Contributor(n=1154)
Opportunity Group(n=292)
Fully Disengaged (n=46)
Em
plo
ye
e E
ng
ag
em
en
t G
rou
ps
(
of
To
tal)
Manager Engagement Groups
Fully Engaged
Key Contributors
Opportunity Group
Fully Disengaged
wwwDecision-Wisecom
Attrition IndexI see myself working at this company this time next year
High Turnover Potential Moderate Turnover Potential
Engagement Category1-Strongly Disagree
2-Disagree 3-Neutral 4-Agree5-Strongly
Agree
Fully Engagedn=305
0 2 5 21 72
Key Contributor n=651
0 4 21 53 22
Opportunity n=318
3 4 55 30 8
Fully Disengaged n=54
43 28 17 12 0
wwwDecision-Wisecom
Customer SatisfactionLocations with the greatest gains and top 10 percent of engagement scores shows the greatest increase in customer satisfaction
270
197
074
020005
000
050
100
150
200
250
300
Greatest Gains Top 10 Overall Average Bottom 10 Greatest Losses
Cu
sto
me
r S
atis
fact
ion
Var
ian
ce
Fully Engaged Group Variance
Customer Satisfaction Variance by
Fully Engaged Group Variance (year over year)
wwwDecision-Wisecom
Workers Compensation Claims
Percent of employees with claims
91
66
5058
00
20
40
60
80
100
Fully Disengaged (n=66) Opportunity Group (n=182) Key Contributor (n=635) Fully Engaged (n=589)
wwwDecision-Wisecom
Union Vulnerability
The following table shows the results of the 2013 Union Vulnerability Index
Category(Mean Score Range)
High
Vulnerability(lt249)
Opportunity(25-349)
Moderate
Vulnerability(35-449)
Low Vulnerability(gt45)
2011 Percentage 10 26 44 21
2012 Percentage 10 17 33 41
2013 Percentage 12 26 43 19
Note Totals may vary slightly due to rounding
wwwDecision-Wisecom
Engagement Migration Analysis
wwwDecision-Wisecom
Organization Goal Caring
ldquoThis organization cares about employeesrdquo
1 Senior leaders need to be visible
2 Daily rounds initiative ldquoRoundingrdquo
3 One hour of open-office time each day
4 Added question ldquoThe leaders of my department are visible on a regular basisrdquo
4
wwwDecision-Wisecom
Organization Goals
6 Best Practices
1 Sponsorship Strong aligned leadership
2 Direction Set at the top
3 Alignment ldquoI see how my work fits into overall missionrdquo
4 Transparency ldquoI trust that senior leadership is looking out for merdquo
5 Communication (employee voice) ldquoSuggestions for improvement are listened to and taken
seriouslyrdquo
6 Progress reports Feedback and accountability
wwwDecision-Wisecom
32
28
17
23
Upward
Stayed the Same
Downward
Donrsquot know
Companies with Engagement Trending UpwardBased on any employee survey results over the past 3 years has the overall level of Employee Engagement in your organization trendedhellip
32 of companies report that engagement in their organization has increased over the past three years 28 report engagement has stayed the same and 17 say that it has actually gone down
wwwDecision-Wisecom
Employee Engagement Survey Best Practices
1 Consistently measure employee engagement
2 Involve all managers in action planning
3 Provide training
4 Measure ROI
5 Work with an outside provider
4
24
49
23
0
10
20
30
40
50
60
70
80
90
100
Fully Engaged
Key Contributors
OpportunityGroup
Fully Disengaged
wwwDecision-Wisecom
DecisionWise Employee Engagement Solutions
1 Survey customization
2 Online interactive reporting
3 Benchmarking
4 In-depth analysis
5 Business metric comparisons
6 Expert consulting
7 Roll-out training and follow-up
wwwDecision-Wisecom
Year 1-3 Roadmap
Year 1 Year 2 Year 3+
Establish Baseline
Confidentiality
Executive planning
Share overall results
Do something
Trend
Demographic breakouts
Results to managers-action planning
Business metrics
Training
Leadership Development
Accountability
Organizational Development
wwwDecision-Wisecom
What is Employee Engagement
Employee engagement is an emotional state where we feel passionate energetic and committed toward
our work
In turn we fully invest our best selves- our hearts spirits minds and hands- in the work we do
wwwDecision-Wisecom
The Engagement Experience
Engagement
Satisfaction
Tran
sform
atio
na
lHearts Spirits Minds and Hands
Contractual
Tran
sac
tion
al
wwwDecision-Wisecom
The Engagement Experience
Satisfaction
Tran
sform
atio
na
lHearts Spirits Minds and Hands
Contractual
Tran
sac
tion
al
M A G I CMeaning Autonomy Growth Impact Connection
wwwDecision-Wisecom
We Wrote the Book on Engagement
wwwDecision-Wisecom
Anchor Questions
1 It is easy to become absorbed in my job
2 I find enjoyment in the job that I perform
3 I would recommend this organization as a great place to work
4 My job is stimulating and energizing
5 If given a choice I would remain with this organization even if a
job with similar pay and benefits were available elsewhere
6 Overall I love my job
wwwDecision-Wisecom
Engagement Index
4
18
46
32
0
10
20
30
40
50
60
70
80
90
100
Fully Engaged
Key Contributors
Opportunity Group
Fully Disengaged
wwwDecision-Wisecom
Engagement Spectrum
Fully
Disengaged
Opportunity
Group
Key
Contributor
Fully
Engaged
Make sarcastic jokes about work
Spend significant time taking care of
personal needs
Stick to what you know and take few
risks
Feel stretched beyond your
comfort zone
Speak poorly about the company and
leaders
Do just enough to get by and not get in
trouble
Respond well to leadership
Take personal satisfaction in the
quality of your work
Look for ways to find blame
Pay is a big reason why you stay
Rarely stretched by assignments
Work can be stressful but is also rewarding and fun
You quit stay and corrupt
Yoursquore putting in the time
Committed to your job
You love your job
wwwDecision-Wisecom
Manager Influence on Engagement
36
24
14 14
48
51
4345
12
20
34
32
35
9 9
000
1000
2000
3000
4000
5000
6000
Fully Engaged (n=808) Key Contributor(n=1154)
Opportunity Group(n=292)
Fully Disengaged (n=46)
Em
plo
ye
e E
ng
ag
em
en
t G
rou
ps
(
of
To
tal)
Manager Engagement Groups
Fully Engaged
Key Contributors
Opportunity Group
Fully Disengaged
wwwDecision-Wisecom
Attrition IndexI see myself working at this company this time next year
High Turnover Potential Moderate Turnover Potential
Engagement Category1-Strongly Disagree
2-Disagree 3-Neutral 4-Agree5-Strongly
Agree
Fully Engagedn=305
0 2 5 21 72
Key Contributor n=651
0 4 21 53 22
Opportunity n=318
3 4 55 30 8
Fully Disengaged n=54
43 28 17 12 0
wwwDecision-Wisecom
Customer SatisfactionLocations with the greatest gains and top 10 percent of engagement scores shows the greatest increase in customer satisfaction
270
197
074
020005
000
050
100
150
200
250
300
Greatest Gains Top 10 Overall Average Bottom 10 Greatest Losses
Cu
sto
me
r S
atis
fact
ion
Var
ian
ce
Fully Engaged Group Variance
Customer Satisfaction Variance by
Fully Engaged Group Variance (year over year)
wwwDecision-Wisecom
Workers Compensation Claims
Percent of employees with claims
91
66
5058
00
20
40
60
80
100
Fully Disengaged (n=66) Opportunity Group (n=182) Key Contributor (n=635) Fully Engaged (n=589)
wwwDecision-Wisecom
Union Vulnerability
The following table shows the results of the 2013 Union Vulnerability Index
Category(Mean Score Range)
High
Vulnerability(lt249)
Opportunity(25-349)
Moderate
Vulnerability(35-449)
Low Vulnerability(gt45)
2011 Percentage 10 26 44 21
2012 Percentage 10 17 33 41
2013 Percentage 12 26 43 19
Note Totals may vary slightly due to rounding
wwwDecision-Wisecom
Engagement Migration Analysis
wwwDecision-Wisecom
Organization Goal Caring
ldquoThis organization cares about employeesrdquo
1 Senior leaders need to be visible
2 Daily rounds initiative ldquoRoundingrdquo
3 One hour of open-office time each day
4 Added question ldquoThe leaders of my department are visible on a regular basisrdquo
4
wwwDecision-Wisecom
Organization Goals
6 Best Practices
1 Sponsorship Strong aligned leadership
2 Direction Set at the top
3 Alignment ldquoI see how my work fits into overall missionrdquo
4 Transparency ldquoI trust that senior leadership is looking out for merdquo
5 Communication (employee voice) ldquoSuggestions for improvement are listened to and taken
seriouslyrdquo
6 Progress reports Feedback and accountability
wwwDecision-Wisecom
32
28
17
23
Upward
Stayed the Same
Downward
Donrsquot know
Companies with Engagement Trending UpwardBased on any employee survey results over the past 3 years has the overall level of Employee Engagement in your organization trendedhellip
32 of companies report that engagement in their organization has increased over the past three years 28 report engagement has stayed the same and 17 say that it has actually gone down
wwwDecision-Wisecom
Employee Engagement Survey Best Practices
1 Consistently measure employee engagement
2 Involve all managers in action planning
3 Provide training
4 Measure ROI
5 Work with an outside provider
4
24
49
23
0
10
20
30
40
50
60
70
80
90
100
Fully Engaged
Key Contributors
OpportunityGroup
Fully Disengaged
wwwDecision-Wisecom
DecisionWise Employee Engagement Solutions
1 Survey customization
2 Online interactive reporting
3 Benchmarking
4 In-depth analysis
5 Business metric comparisons
6 Expert consulting
7 Roll-out training and follow-up
wwwDecision-Wisecom
What is Employee Engagement
Employee engagement is an emotional state where we feel passionate energetic and committed toward
our work
In turn we fully invest our best selves- our hearts spirits minds and hands- in the work we do
wwwDecision-Wisecom
The Engagement Experience
Engagement
Satisfaction
Tran
sform
atio
na
lHearts Spirits Minds and Hands
Contractual
Tran
sac
tion
al
wwwDecision-Wisecom
The Engagement Experience
Satisfaction
Tran
sform
atio
na
lHearts Spirits Minds and Hands
Contractual
Tran
sac
tion
al
M A G I CMeaning Autonomy Growth Impact Connection
wwwDecision-Wisecom
We Wrote the Book on Engagement
wwwDecision-Wisecom
Anchor Questions
1 It is easy to become absorbed in my job
2 I find enjoyment in the job that I perform
3 I would recommend this organization as a great place to work
4 My job is stimulating and energizing
5 If given a choice I would remain with this organization even if a
job with similar pay and benefits were available elsewhere
6 Overall I love my job
wwwDecision-Wisecom
Engagement Index
4
18
46
32
0
10
20
30
40
50
60
70
80
90
100
Fully Engaged
Key Contributors
Opportunity Group
Fully Disengaged
wwwDecision-Wisecom
Engagement Spectrum
Fully
Disengaged
Opportunity
Group
Key
Contributor
Fully
Engaged
Make sarcastic jokes about work
Spend significant time taking care of
personal needs
Stick to what you know and take few
risks
Feel stretched beyond your
comfort zone
Speak poorly about the company and
leaders
Do just enough to get by and not get in
trouble
Respond well to leadership
Take personal satisfaction in the
quality of your work
Look for ways to find blame
Pay is a big reason why you stay
Rarely stretched by assignments
Work can be stressful but is also rewarding and fun
You quit stay and corrupt
Yoursquore putting in the time
Committed to your job
You love your job
wwwDecision-Wisecom
Manager Influence on Engagement
36
24
14 14
48
51
4345
12
20
34
32
35
9 9
000
1000
2000
3000
4000
5000
6000
Fully Engaged (n=808) Key Contributor(n=1154)
Opportunity Group(n=292)
Fully Disengaged (n=46)
Em
plo
ye
e E
ng
ag
em
en
t G
rou
ps
(
of
To
tal)
Manager Engagement Groups
Fully Engaged
Key Contributors
Opportunity Group
Fully Disengaged
wwwDecision-Wisecom
Attrition IndexI see myself working at this company this time next year
High Turnover Potential Moderate Turnover Potential
Engagement Category1-Strongly Disagree
2-Disagree 3-Neutral 4-Agree5-Strongly
Agree
Fully Engagedn=305
0 2 5 21 72
Key Contributor n=651
0 4 21 53 22
Opportunity n=318
3 4 55 30 8
Fully Disengaged n=54
43 28 17 12 0
wwwDecision-Wisecom
Customer SatisfactionLocations with the greatest gains and top 10 percent of engagement scores shows the greatest increase in customer satisfaction
270
197
074
020005
000
050
100
150
200
250
300
Greatest Gains Top 10 Overall Average Bottom 10 Greatest Losses
Cu
sto
me
r S
atis
fact
ion
Var
ian
ce
Fully Engaged Group Variance
Customer Satisfaction Variance by
Fully Engaged Group Variance (year over year)
wwwDecision-Wisecom
Workers Compensation Claims
Percent of employees with claims
91
66
5058
00
20
40
60
80
100
Fully Disengaged (n=66) Opportunity Group (n=182) Key Contributor (n=635) Fully Engaged (n=589)
wwwDecision-Wisecom
Union Vulnerability
The following table shows the results of the 2013 Union Vulnerability Index
Category(Mean Score Range)
High
Vulnerability(lt249)
Opportunity(25-349)
Moderate
Vulnerability(35-449)
Low Vulnerability(gt45)
2011 Percentage 10 26 44 21
2012 Percentage 10 17 33 41
2013 Percentage 12 26 43 19
Note Totals may vary slightly due to rounding
wwwDecision-Wisecom
Engagement Migration Analysis
wwwDecision-Wisecom
Organization Goal Caring
ldquoThis organization cares about employeesrdquo
1 Senior leaders need to be visible
2 Daily rounds initiative ldquoRoundingrdquo
3 One hour of open-office time each day
4 Added question ldquoThe leaders of my department are visible on a regular basisrdquo
4
wwwDecision-Wisecom
Organization Goals
6 Best Practices
1 Sponsorship Strong aligned leadership
2 Direction Set at the top
3 Alignment ldquoI see how my work fits into overall missionrdquo
4 Transparency ldquoI trust that senior leadership is looking out for merdquo
5 Communication (employee voice) ldquoSuggestions for improvement are listened to and taken
seriouslyrdquo
6 Progress reports Feedback and accountability
wwwDecision-Wisecom
32
28
17
23
Upward
Stayed the Same
Downward
Donrsquot know
Companies with Engagement Trending UpwardBased on any employee survey results over the past 3 years has the overall level of Employee Engagement in your organization trendedhellip
32 of companies report that engagement in their organization has increased over the past three years 28 report engagement has stayed the same and 17 say that it has actually gone down
wwwDecision-Wisecom
Employee Engagement Survey Best Practices
1 Consistently measure employee engagement
2 Involve all managers in action planning
3 Provide training
4 Measure ROI
5 Work with an outside provider
4
24
49
23
0
10
20
30
40
50
60
70
80
90
100
Fully Engaged
Key Contributors
OpportunityGroup
Fully Disengaged
wwwDecision-Wisecom
DecisionWise Employee Engagement Solutions
1 Survey customization
2 Online interactive reporting
3 Benchmarking
4 In-depth analysis
5 Business metric comparisons
6 Expert consulting
7 Roll-out training and follow-up
wwwDecision-Wisecom
The Engagement Experience
Engagement
Satisfaction
Tran
sform
atio
na
lHearts Spirits Minds and Hands
Contractual
Tran
sac
tion
al
wwwDecision-Wisecom
The Engagement Experience
Satisfaction
Tran
sform
atio
na
lHearts Spirits Minds and Hands
Contractual
Tran
sac
tion
al
M A G I CMeaning Autonomy Growth Impact Connection
wwwDecision-Wisecom
We Wrote the Book on Engagement
wwwDecision-Wisecom
Anchor Questions
1 It is easy to become absorbed in my job
2 I find enjoyment in the job that I perform
3 I would recommend this organization as a great place to work
4 My job is stimulating and energizing
5 If given a choice I would remain with this organization even if a
job with similar pay and benefits were available elsewhere
6 Overall I love my job
wwwDecision-Wisecom
Engagement Index
4
18
46
32
0
10
20
30
40
50
60
70
80
90
100
Fully Engaged
Key Contributors
Opportunity Group
Fully Disengaged
wwwDecision-Wisecom
Engagement Spectrum
Fully
Disengaged
Opportunity
Group
Key
Contributor
Fully
Engaged
Make sarcastic jokes about work
Spend significant time taking care of
personal needs
Stick to what you know and take few
risks
Feel stretched beyond your
comfort zone
Speak poorly about the company and
leaders
Do just enough to get by and not get in
trouble
Respond well to leadership
Take personal satisfaction in the
quality of your work
Look for ways to find blame
Pay is a big reason why you stay
Rarely stretched by assignments
Work can be stressful but is also rewarding and fun
You quit stay and corrupt
Yoursquore putting in the time
Committed to your job
You love your job
wwwDecision-Wisecom
Manager Influence on Engagement
36
24
14 14
48
51
4345
12
20
34
32
35
9 9
000
1000
2000
3000
4000
5000
6000
Fully Engaged (n=808) Key Contributor(n=1154)
Opportunity Group(n=292)
Fully Disengaged (n=46)
Em
plo
ye
e E
ng
ag
em
en
t G
rou
ps
(
of
To
tal)
Manager Engagement Groups
Fully Engaged
Key Contributors
Opportunity Group
Fully Disengaged
wwwDecision-Wisecom
Attrition IndexI see myself working at this company this time next year
High Turnover Potential Moderate Turnover Potential
Engagement Category1-Strongly Disagree
2-Disagree 3-Neutral 4-Agree5-Strongly
Agree
Fully Engagedn=305
0 2 5 21 72
Key Contributor n=651
0 4 21 53 22
Opportunity n=318
3 4 55 30 8
Fully Disengaged n=54
43 28 17 12 0
wwwDecision-Wisecom
Customer SatisfactionLocations with the greatest gains and top 10 percent of engagement scores shows the greatest increase in customer satisfaction
270
197
074
020005
000
050
100
150
200
250
300
Greatest Gains Top 10 Overall Average Bottom 10 Greatest Losses
Cu
sto
me
r S
atis
fact
ion
Var
ian
ce
Fully Engaged Group Variance
Customer Satisfaction Variance by
Fully Engaged Group Variance (year over year)
wwwDecision-Wisecom
Workers Compensation Claims
Percent of employees with claims
91
66
5058
00
20
40
60
80
100
Fully Disengaged (n=66) Opportunity Group (n=182) Key Contributor (n=635) Fully Engaged (n=589)
wwwDecision-Wisecom
Union Vulnerability
The following table shows the results of the 2013 Union Vulnerability Index
Category(Mean Score Range)
High
Vulnerability(lt249)
Opportunity(25-349)
Moderate
Vulnerability(35-449)
Low Vulnerability(gt45)
2011 Percentage 10 26 44 21
2012 Percentage 10 17 33 41
2013 Percentage 12 26 43 19
Note Totals may vary slightly due to rounding
wwwDecision-Wisecom
Engagement Migration Analysis
wwwDecision-Wisecom
Organization Goal Caring
ldquoThis organization cares about employeesrdquo
1 Senior leaders need to be visible
2 Daily rounds initiative ldquoRoundingrdquo
3 One hour of open-office time each day
4 Added question ldquoThe leaders of my department are visible on a regular basisrdquo
4
wwwDecision-Wisecom
Organization Goals
6 Best Practices
1 Sponsorship Strong aligned leadership
2 Direction Set at the top
3 Alignment ldquoI see how my work fits into overall missionrdquo
4 Transparency ldquoI trust that senior leadership is looking out for merdquo
5 Communication (employee voice) ldquoSuggestions for improvement are listened to and taken
seriouslyrdquo
6 Progress reports Feedback and accountability
wwwDecision-Wisecom
32
28
17
23
Upward
Stayed the Same
Downward
Donrsquot know
Companies with Engagement Trending UpwardBased on any employee survey results over the past 3 years has the overall level of Employee Engagement in your organization trendedhellip
32 of companies report that engagement in their organization has increased over the past three years 28 report engagement has stayed the same and 17 say that it has actually gone down
wwwDecision-Wisecom
Employee Engagement Survey Best Practices
1 Consistently measure employee engagement
2 Involve all managers in action planning
3 Provide training
4 Measure ROI
5 Work with an outside provider
4
24
49
23
0
10
20
30
40
50
60
70
80
90
100
Fully Engaged
Key Contributors
OpportunityGroup
Fully Disengaged
wwwDecision-Wisecom
DecisionWise Employee Engagement Solutions
1 Survey customization
2 Online interactive reporting
3 Benchmarking
4 In-depth analysis
5 Business metric comparisons
6 Expert consulting
7 Roll-out training and follow-up
wwwDecision-Wisecom
The Engagement Experience
Satisfaction
Tran
sform
atio
na
lHearts Spirits Minds and Hands
Contractual
Tran
sac
tion
al
M A G I CMeaning Autonomy Growth Impact Connection
wwwDecision-Wisecom
We Wrote the Book on Engagement
wwwDecision-Wisecom
Anchor Questions
1 It is easy to become absorbed in my job
2 I find enjoyment in the job that I perform
3 I would recommend this organization as a great place to work
4 My job is stimulating and energizing
5 If given a choice I would remain with this organization even if a
job with similar pay and benefits were available elsewhere
6 Overall I love my job
wwwDecision-Wisecom
Engagement Index
4
18
46
32
0
10
20
30
40
50
60
70
80
90
100
Fully Engaged
Key Contributors
Opportunity Group
Fully Disengaged
wwwDecision-Wisecom
Engagement Spectrum
Fully
Disengaged
Opportunity
Group
Key
Contributor
Fully
Engaged
Make sarcastic jokes about work
Spend significant time taking care of
personal needs
Stick to what you know and take few
risks
Feel stretched beyond your
comfort zone
Speak poorly about the company and
leaders
Do just enough to get by and not get in
trouble
Respond well to leadership
Take personal satisfaction in the
quality of your work
Look for ways to find blame
Pay is a big reason why you stay
Rarely stretched by assignments
Work can be stressful but is also rewarding and fun
You quit stay and corrupt
Yoursquore putting in the time
Committed to your job
You love your job
wwwDecision-Wisecom
Manager Influence on Engagement
36
24
14 14
48
51
4345
12
20
34
32
35
9 9
000
1000
2000
3000
4000
5000
6000
Fully Engaged (n=808) Key Contributor(n=1154)
Opportunity Group(n=292)
Fully Disengaged (n=46)
Em
plo
ye
e E
ng
ag
em
en
t G
rou
ps
(
of
To
tal)
Manager Engagement Groups
Fully Engaged
Key Contributors
Opportunity Group
Fully Disengaged
wwwDecision-Wisecom
Attrition IndexI see myself working at this company this time next year
High Turnover Potential Moderate Turnover Potential
Engagement Category1-Strongly Disagree
2-Disagree 3-Neutral 4-Agree5-Strongly
Agree
Fully Engagedn=305
0 2 5 21 72
Key Contributor n=651
0 4 21 53 22
Opportunity n=318
3 4 55 30 8
Fully Disengaged n=54
43 28 17 12 0
wwwDecision-Wisecom
Customer SatisfactionLocations with the greatest gains and top 10 percent of engagement scores shows the greatest increase in customer satisfaction
270
197
074
020005
000
050
100
150
200
250
300
Greatest Gains Top 10 Overall Average Bottom 10 Greatest Losses
Cu
sto
me
r S
atis
fact
ion
Var
ian
ce
Fully Engaged Group Variance
Customer Satisfaction Variance by
Fully Engaged Group Variance (year over year)
wwwDecision-Wisecom
Workers Compensation Claims
Percent of employees with claims
91
66
5058
00
20
40
60
80
100
Fully Disengaged (n=66) Opportunity Group (n=182) Key Contributor (n=635) Fully Engaged (n=589)
wwwDecision-Wisecom
Union Vulnerability
The following table shows the results of the 2013 Union Vulnerability Index
Category(Mean Score Range)
High
Vulnerability(lt249)
Opportunity(25-349)
Moderate
Vulnerability(35-449)
Low Vulnerability(gt45)
2011 Percentage 10 26 44 21
2012 Percentage 10 17 33 41
2013 Percentage 12 26 43 19
Note Totals may vary slightly due to rounding
wwwDecision-Wisecom
Engagement Migration Analysis
wwwDecision-Wisecom
Organization Goal Caring
ldquoThis organization cares about employeesrdquo
1 Senior leaders need to be visible
2 Daily rounds initiative ldquoRoundingrdquo
3 One hour of open-office time each day
4 Added question ldquoThe leaders of my department are visible on a regular basisrdquo
4
wwwDecision-Wisecom
Organization Goals
6 Best Practices
1 Sponsorship Strong aligned leadership
2 Direction Set at the top
3 Alignment ldquoI see how my work fits into overall missionrdquo
4 Transparency ldquoI trust that senior leadership is looking out for merdquo
5 Communication (employee voice) ldquoSuggestions for improvement are listened to and taken
seriouslyrdquo
6 Progress reports Feedback and accountability
wwwDecision-Wisecom
32
28
17
23
Upward
Stayed the Same
Downward
Donrsquot know
Companies with Engagement Trending UpwardBased on any employee survey results over the past 3 years has the overall level of Employee Engagement in your organization trendedhellip
32 of companies report that engagement in their organization has increased over the past three years 28 report engagement has stayed the same and 17 say that it has actually gone down
wwwDecision-Wisecom
Employee Engagement Survey Best Practices
1 Consistently measure employee engagement
2 Involve all managers in action planning
3 Provide training
4 Measure ROI
5 Work with an outside provider
4
24
49
23
0
10
20
30
40
50
60
70
80
90
100
Fully Engaged
Key Contributors
OpportunityGroup
Fully Disengaged
wwwDecision-Wisecom
DecisionWise Employee Engagement Solutions
1 Survey customization
2 Online interactive reporting
3 Benchmarking
4 In-depth analysis
5 Business metric comparisons
6 Expert consulting
7 Roll-out training and follow-up
wwwDecision-Wisecom
We Wrote the Book on Engagement
wwwDecision-Wisecom
Anchor Questions
1 It is easy to become absorbed in my job
2 I find enjoyment in the job that I perform
3 I would recommend this organization as a great place to work
4 My job is stimulating and energizing
5 If given a choice I would remain with this organization even if a
job with similar pay and benefits were available elsewhere
6 Overall I love my job
wwwDecision-Wisecom
Engagement Index
4
18
46
32
0
10
20
30
40
50
60
70
80
90
100
Fully Engaged
Key Contributors
Opportunity Group
Fully Disengaged
wwwDecision-Wisecom
Engagement Spectrum
Fully
Disengaged
Opportunity
Group
Key
Contributor
Fully
Engaged
Make sarcastic jokes about work
Spend significant time taking care of
personal needs
Stick to what you know and take few
risks
Feel stretched beyond your
comfort zone
Speak poorly about the company and
leaders
Do just enough to get by and not get in
trouble
Respond well to leadership
Take personal satisfaction in the
quality of your work
Look for ways to find blame
Pay is a big reason why you stay
Rarely stretched by assignments
Work can be stressful but is also rewarding and fun
You quit stay and corrupt
Yoursquore putting in the time
Committed to your job
You love your job
wwwDecision-Wisecom
Manager Influence on Engagement
36
24
14 14
48
51
4345
12
20
34
32
35
9 9
000
1000
2000
3000
4000
5000
6000
Fully Engaged (n=808) Key Contributor(n=1154)
Opportunity Group(n=292)
Fully Disengaged (n=46)
Em
plo
ye
e E
ng
ag
em
en
t G
rou
ps
(
of
To
tal)
Manager Engagement Groups
Fully Engaged
Key Contributors
Opportunity Group
Fully Disengaged
wwwDecision-Wisecom
Attrition IndexI see myself working at this company this time next year
High Turnover Potential Moderate Turnover Potential
Engagement Category1-Strongly Disagree
2-Disagree 3-Neutral 4-Agree5-Strongly
Agree
Fully Engagedn=305
0 2 5 21 72
Key Contributor n=651
0 4 21 53 22
Opportunity n=318
3 4 55 30 8
Fully Disengaged n=54
43 28 17 12 0
wwwDecision-Wisecom
Customer SatisfactionLocations with the greatest gains and top 10 percent of engagement scores shows the greatest increase in customer satisfaction
270
197
074
020005
000
050
100
150
200
250
300
Greatest Gains Top 10 Overall Average Bottom 10 Greatest Losses
Cu
sto
me
r S
atis
fact
ion
Var
ian
ce
Fully Engaged Group Variance
Customer Satisfaction Variance by
Fully Engaged Group Variance (year over year)
wwwDecision-Wisecom
Workers Compensation Claims
Percent of employees with claims
91
66
5058
00
20
40
60
80
100
Fully Disengaged (n=66) Opportunity Group (n=182) Key Contributor (n=635) Fully Engaged (n=589)
wwwDecision-Wisecom
Union Vulnerability
The following table shows the results of the 2013 Union Vulnerability Index
Category(Mean Score Range)
High
Vulnerability(lt249)
Opportunity(25-349)
Moderate
Vulnerability(35-449)
Low Vulnerability(gt45)
2011 Percentage 10 26 44 21
2012 Percentage 10 17 33 41
2013 Percentage 12 26 43 19
Note Totals may vary slightly due to rounding
wwwDecision-Wisecom
Engagement Migration Analysis
wwwDecision-Wisecom
Organization Goal Caring
ldquoThis organization cares about employeesrdquo
1 Senior leaders need to be visible
2 Daily rounds initiative ldquoRoundingrdquo
3 One hour of open-office time each day
4 Added question ldquoThe leaders of my department are visible on a regular basisrdquo
4
wwwDecision-Wisecom
Organization Goals
6 Best Practices
1 Sponsorship Strong aligned leadership
2 Direction Set at the top
3 Alignment ldquoI see how my work fits into overall missionrdquo
4 Transparency ldquoI trust that senior leadership is looking out for merdquo
5 Communication (employee voice) ldquoSuggestions for improvement are listened to and taken
seriouslyrdquo
6 Progress reports Feedback and accountability
wwwDecision-Wisecom
32
28
17
23
Upward
Stayed the Same
Downward
Donrsquot know
Companies with Engagement Trending UpwardBased on any employee survey results over the past 3 years has the overall level of Employee Engagement in your organization trendedhellip
32 of companies report that engagement in their organization has increased over the past three years 28 report engagement has stayed the same and 17 say that it has actually gone down
wwwDecision-Wisecom
Employee Engagement Survey Best Practices
1 Consistently measure employee engagement
2 Involve all managers in action planning
3 Provide training
4 Measure ROI
5 Work with an outside provider
4
24
49
23
0
10
20
30
40
50
60
70
80
90
100
Fully Engaged
Key Contributors
OpportunityGroup
Fully Disengaged
wwwDecision-Wisecom
DecisionWise Employee Engagement Solutions
1 Survey customization
2 Online interactive reporting
3 Benchmarking
4 In-depth analysis
5 Business metric comparisons
6 Expert consulting
7 Roll-out training and follow-up
wwwDecision-Wisecom
Anchor Questions
1 It is easy to become absorbed in my job
2 I find enjoyment in the job that I perform
3 I would recommend this organization as a great place to work
4 My job is stimulating and energizing
5 If given a choice I would remain with this organization even if a
job with similar pay and benefits were available elsewhere
6 Overall I love my job
wwwDecision-Wisecom
Engagement Index
4
18
46
32
0
10
20
30
40
50
60
70
80
90
100
Fully Engaged
Key Contributors
Opportunity Group
Fully Disengaged
wwwDecision-Wisecom
Engagement Spectrum
Fully
Disengaged
Opportunity
Group
Key
Contributor
Fully
Engaged
Make sarcastic jokes about work
Spend significant time taking care of
personal needs
Stick to what you know and take few
risks
Feel stretched beyond your
comfort zone
Speak poorly about the company and
leaders
Do just enough to get by and not get in
trouble
Respond well to leadership
Take personal satisfaction in the
quality of your work
Look for ways to find blame
Pay is a big reason why you stay
Rarely stretched by assignments
Work can be stressful but is also rewarding and fun
You quit stay and corrupt
Yoursquore putting in the time
Committed to your job
You love your job
wwwDecision-Wisecom
Manager Influence on Engagement
36
24
14 14
48
51
4345
12
20
34
32
35
9 9
000
1000
2000
3000
4000
5000
6000
Fully Engaged (n=808) Key Contributor(n=1154)
Opportunity Group(n=292)
Fully Disengaged (n=46)
Em
plo
ye
e E
ng
ag
em
en
t G
rou
ps
(
of
To
tal)
Manager Engagement Groups
Fully Engaged
Key Contributors
Opportunity Group
Fully Disengaged
wwwDecision-Wisecom
Attrition IndexI see myself working at this company this time next year
High Turnover Potential Moderate Turnover Potential
Engagement Category1-Strongly Disagree
2-Disagree 3-Neutral 4-Agree5-Strongly
Agree
Fully Engagedn=305
0 2 5 21 72
Key Contributor n=651
0 4 21 53 22
Opportunity n=318
3 4 55 30 8
Fully Disengaged n=54
43 28 17 12 0
wwwDecision-Wisecom
Customer SatisfactionLocations with the greatest gains and top 10 percent of engagement scores shows the greatest increase in customer satisfaction
270
197
074
020005
000
050
100
150
200
250
300
Greatest Gains Top 10 Overall Average Bottom 10 Greatest Losses
Cu
sto
me
r S
atis
fact
ion
Var
ian
ce
Fully Engaged Group Variance
Customer Satisfaction Variance by
Fully Engaged Group Variance (year over year)
wwwDecision-Wisecom
Workers Compensation Claims
Percent of employees with claims
91
66
5058
00
20
40
60
80
100
Fully Disengaged (n=66) Opportunity Group (n=182) Key Contributor (n=635) Fully Engaged (n=589)
wwwDecision-Wisecom
Union Vulnerability
The following table shows the results of the 2013 Union Vulnerability Index
Category(Mean Score Range)
High
Vulnerability(lt249)
Opportunity(25-349)
Moderate
Vulnerability(35-449)
Low Vulnerability(gt45)
2011 Percentage 10 26 44 21
2012 Percentage 10 17 33 41
2013 Percentage 12 26 43 19
Note Totals may vary slightly due to rounding
wwwDecision-Wisecom
Engagement Migration Analysis
wwwDecision-Wisecom
Organization Goal Caring
ldquoThis organization cares about employeesrdquo
1 Senior leaders need to be visible
2 Daily rounds initiative ldquoRoundingrdquo
3 One hour of open-office time each day
4 Added question ldquoThe leaders of my department are visible on a regular basisrdquo
4
wwwDecision-Wisecom
Organization Goals
6 Best Practices
1 Sponsorship Strong aligned leadership
2 Direction Set at the top
3 Alignment ldquoI see how my work fits into overall missionrdquo
4 Transparency ldquoI trust that senior leadership is looking out for merdquo
5 Communication (employee voice) ldquoSuggestions for improvement are listened to and taken
seriouslyrdquo
6 Progress reports Feedback and accountability
wwwDecision-Wisecom
32
28
17
23
Upward
Stayed the Same
Downward
Donrsquot know
Companies with Engagement Trending UpwardBased on any employee survey results over the past 3 years has the overall level of Employee Engagement in your organization trendedhellip
32 of companies report that engagement in their organization has increased over the past three years 28 report engagement has stayed the same and 17 say that it has actually gone down
wwwDecision-Wisecom
Employee Engagement Survey Best Practices
1 Consistently measure employee engagement
2 Involve all managers in action planning
3 Provide training
4 Measure ROI
5 Work with an outside provider
4
24
49
23
0
10
20
30
40
50
60
70
80
90
100
Fully Engaged
Key Contributors
OpportunityGroup
Fully Disengaged
wwwDecision-Wisecom
DecisionWise Employee Engagement Solutions
1 Survey customization
2 Online interactive reporting
3 Benchmarking
4 In-depth analysis
5 Business metric comparisons
6 Expert consulting
7 Roll-out training and follow-up
wwwDecision-Wisecom
Engagement Index
4
18
46
32
0
10
20
30
40
50
60
70
80
90
100
Fully Engaged
Key Contributors
Opportunity Group
Fully Disengaged
wwwDecision-Wisecom
Engagement Spectrum
Fully
Disengaged
Opportunity
Group
Key
Contributor
Fully
Engaged
Make sarcastic jokes about work
Spend significant time taking care of
personal needs
Stick to what you know and take few
risks
Feel stretched beyond your
comfort zone
Speak poorly about the company and
leaders
Do just enough to get by and not get in
trouble
Respond well to leadership
Take personal satisfaction in the
quality of your work
Look for ways to find blame
Pay is a big reason why you stay
Rarely stretched by assignments
Work can be stressful but is also rewarding and fun
You quit stay and corrupt
Yoursquore putting in the time
Committed to your job
You love your job
wwwDecision-Wisecom
Manager Influence on Engagement
36
24
14 14
48
51
4345
12
20
34
32
35
9 9
000
1000
2000
3000
4000
5000
6000
Fully Engaged (n=808) Key Contributor(n=1154)
Opportunity Group(n=292)
Fully Disengaged (n=46)
Em
plo
ye
e E
ng
ag
em
en
t G
rou
ps
(
of
To
tal)
Manager Engagement Groups
Fully Engaged
Key Contributors
Opportunity Group
Fully Disengaged
wwwDecision-Wisecom
Attrition IndexI see myself working at this company this time next year
High Turnover Potential Moderate Turnover Potential
Engagement Category1-Strongly Disagree
2-Disagree 3-Neutral 4-Agree5-Strongly
Agree
Fully Engagedn=305
0 2 5 21 72
Key Contributor n=651
0 4 21 53 22
Opportunity n=318
3 4 55 30 8
Fully Disengaged n=54
43 28 17 12 0
wwwDecision-Wisecom
Customer SatisfactionLocations with the greatest gains and top 10 percent of engagement scores shows the greatest increase in customer satisfaction
270
197
074
020005
000
050
100
150
200
250
300
Greatest Gains Top 10 Overall Average Bottom 10 Greatest Losses
Cu
sto
me
r S
atis
fact
ion
Var
ian
ce
Fully Engaged Group Variance
Customer Satisfaction Variance by
Fully Engaged Group Variance (year over year)
wwwDecision-Wisecom
Workers Compensation Claims
Percent of employees with claims
91
66
5058
00
20
40
60
80
100
Fully Disengaged (n=66) Opportunity Group (n=182) Key Contributor (n=635) Fully Engaged (n=589)
wwwDecision-Wisecom
Union Vulnerability
The following table shows the results of the 2013 Union Vulnerability Index
Category(Mean Score Range)
High
Vulnerability(lt249)
Opportunity(25-349)
Moderate
Vulnerability(35-449)
Low Vulnerability(gt45)
2011 Percentage 10 26 44 21
2012 Percentage 10 17 33 41
2013 Percentage 12 26 43 19
Note Totals may vary slightly due to rounding
wwwDecision-Wisecom
Engagement Migration Analysis
wwwDecision-Wisecom
Organization Goal Caring
ldquoThis organization cares about employeesrdquo
1 Senior leaders need to be visible
2 Daily rounds initiative ldquoRoundingrdquo
3 One hour of open-office time each day
4 Added question ldquoThe leaders of my department are visible on a regular basisrdquo
4
wwwDecision-Wisecom
Organization Goals
6 Best Practices
1 Sponsorship Strong aligned leadership
2 Direction Set at the top
3 Alignment ldquoI see how my work fits into overall missionrdquo
4 Transparency ldquoI trust that senior leadership is looking out for merdquo
5 Communication (employee voice) ldquoSuggestions for improvement are listened to and taken
seriouslyrdquo
6 Progress reports Feedback and accountability
wwwDecision-Wisecom
32
28
17
23
Upward
Stayed the Same
Downward
Donrsquot know
Companies with Engagement Trending UpwardBased on any employee survey results over the past 3 years has the overall level of Employee Engagement in your organization trendedhellip
32 of companies report that engagement in their organization has increased over the past three years 28 report engagement has stayed the same and 17 say that it has actually gone down
wwwDecision-Wisecom
Employee Engagement Survey Best Practices
1 Consistently measure employee engagement
2 Involve all managers in action planning
3 Provide training
4 Measure ROI
5 Work with an outside provider
4
24
49
23
0
10
20
30
40
50
60
70
80
90
100
Fully Engaged
Key Contributors
OpportunityGroup
Fully Disengaged
wwwDecision-Wisecom
DecisionWise Employee Engagement Solutions
1 Survey customization
2 Online interactive reporting
3 Benchmarking
4 In-depth analysis
5 Business metric comparisons
6 Expert consulting
7 Roll-out training and follow-up
wwwDecision-Wisecom
Engagement Spectrum
Fully
Disengaged
Opportunity
Group
Key
Contributor
Fully
Engaged
Make sarcastic jokes about work
Spend significant time taking care of
personal needs
Stick to what you know and take few
risks
Feel stretched beyond your
comfort zone
Speak poorly about the company and
leaders
Do just enough to get by and not get in
trouble
Respond well to leadership
Take personal satisfaction in the
quality of your work
Look for ways to find blame
Pay is a big reason why you stay
Rarely stretched by assignments
Work can be stressful but is also rewarding and fun
You quit stay and corrupt
Yoursquore putting in the time
Committed to your job
You love your job
wwwDecision-Wisecom
Manager Influence on Engagement
36
24
14 14
48
51
4345
12
20
34
32
35
9 9
000
1000
2000
3000
4000
5000
6000
Fully Engaged (n=808) Key Contributor(n=1154)
Opportunity Group(n=292)
Fully Disengaged (n=46)
Em
plo
ye
e E
ng
ag
em
en
t G
rou
ps
(
of
To
tal)
Manager Engagement Groups
Fully Engaged
Key Contributors
Opportunity Group
Fully Disengaged
wwwDecision-Wisecom
Attrition IndexI see myself working at this company this time next year
High Turnover Potential Moderate Turnover Potential
Engagement Category1-Strongly Disagree
2-Disagree 3-Neutral 4-Agree5-Strongly
Agree
Fully Engagedn=305
0 2 5 21 72
Key Contributor n=651
0 4 21 53 22
Opportunity n=318
3 4 55 30 8
Fully Disengaged n=54
43 28 17 12 0
wwwDecision-Wisecom
Customer SatisfactionLocations with the greatest gains and top 10 percent of engagement scores shows the greatest increase in customer satisfaction
270
197
074
020005
000
050
100
150
200
250
300
Greatest Gains Top 10 Overall Average Bottom 10 Greatest Losses
Cu
sto
me
r S
atis
fact
ion
Var
ian
ce
Fully Engaged Group Variance
Customer Satisfaction Variance by
Fully Engaged Group Variance (year over year)
wwwDecision-Wisecom
Workers Compensation Claims
Percent of employees with claims
91
66
5058
00
20
40
60
80
100
Fully Disengaged (n=66) Opportunity Group (n=182) Key Contributor (n=635) Fully Engaged (n=589)
wwwDecision-Wisecom
Union Vulnerability
The following table shows the results of the 2013 Union Vulnerability Index
Category(Mean Score Range)
High
Vulnerability(lt249)
Opportunity(25-349)
Moderate
Vulnerability(35-449)
Low Vulnerability(gt45)
2011 Percentage 10 26 44 21
2012 Percentage 10 17 33 41
2013 Percentage 12 26 43 19
Note Totals may vary slightly due to rounding
wwwDecision-Wisecom
Engagement Migration Analysis
wwwDecision-Wisecom
Organization Goal Caring
ldquoThis organization cares about employeesrdquo
1 Senior leaders need to be visible
2 Daily rounds initiative ldquoRoundingrdquo
3 One hour of open-office time each day
4 Added question ldquoThe leaders of my department are visible on a regular basisrdquo
4
wwwDecision-Wisecom
Organization Goals
6 Best Practices
1 Sponsorship Strong aligned leadership
2 Direction Set at the top
3 Alignment ldquoI see how my work fits into overall missionrdquo
4 Transparency ldquoI trust that senior leadership is looking out for merdquo
5 Communication (employee voice) ldquoSuggestions for improvement are listened to and taken
seriouslyrdquo
6 Progress reports Feedback and accountability
wwwDecision-Wisecom
32
28
17
23
Upward
Stayed the Same
Downward
Donrsquot know
Companies with Engagement Trending UpwardBased on any employee survey results over the past 3 years has the overall level of Employee Engagement in your organization trendedhellip
32 of companies report that engagement in their organization has increased over the past three years 28 report engagement has stayed the same and 17 say that it has actually gone down
wwwDecision-Wisecom
Employee Engagement Survey Best Practices
1 Consistently measure employee engagement
2 Involve all managers in action planning
3 Provide training
4 Measure ROI
5 Work with an outside provider
4
24
49
23
0
10
20
30
40
50
60
70
80
90
100
Fully Engaged
Key Contributors
OpportunityGroup
Fully Disengaged
wwwDecision-Wisecom
DecisionWise Employee Engagement Solutions
1 Survey customization
2 Online interactive reporting
3 Benchmarking
4 In-depth analysis
5 Business metric comparisons
6 Expert consulting
7 Roll-out training and follow-up
wwwDecision-Wisecom
Manager Influence on Engagement
36
24
14 14
48
51
4345
12
20
34
32
35
9 9
000
1000
2000
3000
4000
5000
6000
Fully Engaged (n=808) Key Contributor(n=1154)
Opportunity Group(n=292)
Fully Disengaged (n=46)
Em
plo
ye
e E
ng
ag
em
en
t G
rou
ps
(
of
To
tal)
Manager Engagement Groups
Fully Engaged
Key Contributors
Opportunity Group
Fully Disengaged
wwwDecision-Wisecom
Attrition IndexI see myself working at this company this time next year
High Turnover Potential Moderate Turnover Potential
Engagement Category1-Strongly Disagree
2-Disagree 3-Neutral 4-Agree5-Strongly
Agree
Fully Engagedn=305
0 2 5 21 72
Key Contributor n=651
0 4 21 53 22
Opportunity n=318
3 4 55 30 8
Fully Disengaged n=54
43 28 17 12 0
wwwDecision-Wisecom
Customer SatisfactionLocations with the greatest gains and top 10 percent of engagement scores shows the greatest increase in customer satisfaction
270
197
074
020005
000
050
100
150
200
250
300
Greatest Gains Top 10 Overall Average Bottom 10 Greatest Losses
Cu
sto
me
r S
atis
fact
ion
Var
ian
ce
Fully Engaged Group Variance
Customer Satisfaction Variance by
Fully Engaged Group Variance (year over year)
wwwDecision-Wisecom
Workers Compensation Claims
Percent of employees with claims
91
66
5058
00
20
40
60
80
100
Fully Disengaged (n=66) Opportunity Group (n=182) Key Contributor (n=635) Fully Engaged (n=589)
wwwDecision-Wisecom
Union Vulnerability
The following table shows the results of the 2013 Union Vulnerability Index
Category(Mean Score Range)
High
Vulnerability(lt249)
Opportunity(25-349)
Moderate
Vulnerability(35-449)
Low Vulnerability(gt45)
2011 Percentage 10 26 44 21
2012 Percentage 10 17 33 41
2013 Percentage 12 26 43 19
Note Totals may vary slightly due to rounding
wwwDecision-Wisecom
Engagement Migration Analysis
wwwDecision-Wisecom
Organization Goal Caring
ldquoThis organization cares about employeesrdquo
1 Senior leaders need to be visible
2 Daily rounds initiative ldquoRoundingrdquo
3 One hour of open-office time each day
4 Added question ldquoThe leaders of my department are visible on a regular basisrdquo
4
wwwDecision-Wisecom
Organization Goals
6 Best Practices
1 Sponsorship Strong aligned leadership
2 Direction Set at the top
3 Alignment ldquoI see how my work fits into overall missionrdquo
4 Transparency ldquoI trust that senior leadership is looking out for merdquo
5 Communication (employee voice) ldquoSuggestions for improvement are listened to and taken
seriouslyrdquo
6 Progress reports Feedback and accountability
wwwDecision-Wisecom
32
28
17
23
Upward
Stayed the Same
Downward
Donrsquot know
Companies with Engagement Trending UpwardBased on any employee survey results over the past 3 years has the overall level of Employee Engagement in your organization trendedhellip
32 of companies report that engagement in their organization has increased over the past three years 28 report engagement has stayed the same and 17 say that it has actually gone down
wwwDecision-Wisecom
Employee Engagement Survey Best Practices
1 Consistently measure employee engagement
2 Involve all managers in action planning
3 Provide training
4 Measure ROI
5 Work with an outside provider
4
24
49
23
0
10
20
30
40
50
60
70
80
90
100
Fully Engaged
Key Contributors
OpportunityGroup
Fully Disengaged
wwwDecision-Wisecom
DecisionWise Employee Engagement Solutions
1 Survey customization
2 Online interactive reporting
3 Benchmarking
4 In-depth analysis
5 Business metric comparisons
6 Expert consulting
7 Roll-out training and follow-up
wwwDecision-Wisecom
Attrition IndexI see myself working at this company this time next year
High Turnover Potential Moderate Turnover Potential
Engagement Category1-Strongly Disagree
2-Disagree 3-Neutral 4-Agree5-Strongly
Agree
Fully Engagedn=305
0 2 5 21 72
Key Contributor n=651
0 4 21 53 22
Opportunity n=318
3 4 55 30 8
Fully Disengaged n=54
43 28 17 12 0
wwwDecision-Wisecom
Customer SatisfactionLocations with the greatest gains and top 10 percent of engagement scores shows the greatest increase in customer satisfaction
270
197
074
020005
000
050
100
150
200
250
300
Greatest Gains Top 10 Overall Average Bottom 10 Greatest Losses
Cu
sto
me
r S
atis
fact
ion
Var
ian
ce
Fully Engaged Group Variance
Customer Satisfaction Variance by
Fully Engaged Group Variance (year over year)
wwwDecision-Wisecom
Workers Compensation Claims
Percent of employees with claims
91
66
5058
00
20
40
60
80
100
Fully Disengaged (n=66) Opportunity Group (n=182) Key Contributor (n=635) Fully Engaged (n=589)
wwwDecision-Wisecom
Union Vulnerability
The following table shows the results of the 2013 Union Vulnerability Index
Category(Mean Score Range)
High
Vulnerability(lt249)
Opportunity(25-349)
Moderate
Vulnerability(35-449)
Low Vulnerability(gt45)
2011 Percentage 10 26 44 21
2012 Percentage 10 17 33 41
2013 Percentage 12 26 43 19
Note Totals may vary slightly due to rounding
wwwDecision-Wisecom
Engagement Migration Analysis
wwwDecision-Wisecom
Organization Goal Caring
ldquoThis organization cares about employeesrdquo
1 Senior leaders need to be visible
2 Daily rounds initiative ldquoRoundingrdquo
3 One hour of open-office time each day
4 Added question ldquoThe leaders of my department are visible on a regular basisrdquo
4
wwwDecision-Wisecom
Organization Goals
6 Best Practices
1 Sponsorship Strong aligned leadership
2 Direction Set at the top
3 Alignment ldquoI see how my work fits into overall missionrdquo
4 Transparency ldquoI trust that senior leadership is looking out for merdquo
5 Communication (employee voice) ldquoSuggestions for improvement are listened to and taken
seriouslyrdquo
6 Progress reports Feedback and accountability
wwwDecision-Wisecom
32
28
17
23
Upward
Stayed the Same
Downward
Donrsquot know
Companies with Engagement Trending UpwardBased on any employee survey results over the past 3 years has the overall level of Employee Engagement in your organization trendedhellip
32 of companies report that engagement in their organization has increased over the past three years 28 report engagement has stayed the same and 17 say that it has actually gone down
wwwDecision-Wisecom
Employee Engagement Survey Best Practices
1 Consistently measure employee engagement
2 Involve all managers in action planning
3 Provide training
4 Measure ROI
5 Work with an outside provider
4
24
49
23
0
10
20
30
40
50
60
70
80
90
100
Fully Engaged
Key Contributors
OpportunityGroup
Fully Disengaged
wwwDecision-Wisecom
DecisionWise Employee Engagement Solutions
1 Survey customization
2 Online interactive reporting
3 Benchmarking
4 In-depth analysis
5 Business metric comparisons
6 Expert consulting
7 Roll-out training and follow-up
wwwDecision-Wisecom
Customer SatisfactionLocations with the greatest gains and top 10 percent of engagement scores shows the greatest increase in customer satisfaction
270
197
074
020005
000
050
100
150
200
250
300
Greatest Gains Top 10 Overall Average Bottom 10 Greatest Losses
Cu
sto
me
r S
atis
fact
ion
Var
ian
ce
Fully Engaged Group Variance
Customer Satisfaction Variance by
Fully Engaged Group Variance (year over year)
wwwDecision-Wisecom
Workers Compensation Claims
Percent of employees with claims
91
66
5058
00
20
40
60
80
100
Fully Disengaged (n=66) Opportunity Group (n=182) Key Contributor (n=635) Fully Engaged (n=589)
wwwDecision-Wisecom
Union Vulnerability
The following table shows the results of the 2013 Union Vulnerability Index
Category(Mean Score Range)
High
Vulnerability(lt249)
Opportunity(25-349)
Moderate
Vulnerability(35-449)
Low Vulnerability(gt45)
2011 Percentage 10 26 44 21
2012 Percentage 10 17 33 41
2013 Percentage 12 26 43 19
Note Totals may vary slightly due to rounding
wwwDecision-Wisecom
Engagement Migration Analysis
wwwDecision-Wisecom
Organization Goal Caring
ldquoThis organization cares about employeesrdquo
1 Senior leaders need to be visible
2 Daily rounds initiative ldquoRoundingrdquo
3 One hour of open-office time each day
4 Added question ldquoThe leaders of my department are visible on a regular basisrdquo
4
wwwDecision-Wisecom
Organization Goals
6 Best Practices
1 Sponsorship Strong aligned leadership
2 Direction Set at the top
3 Alignment ldquoI see how my work fits into overall missionrdquo
4 Transparency ldquoI trust that senior leadership is looking out for merdquo
5 Communication (employee voice) ldquoSuggestions for improvement are listened to and taken
seriouslyrdquo
6 Progress reports Feedback and accountability
wwwDecision-Wisecom
32
28
17
23
Upward
Stayed the Same
Downward
Donrsquot know
Companies with Engagement Trending UpwardBased on any employee survey results over the past 3 years has the overall level of Employee Engagement in your organization trendedhellip
32 of companies report that engagement in their organization has increased over the past three years 28 report engagement has stayed the same and 17 say that it has actually gone down
wwwDecision-Wisecom
Employee Engagement Survey Best Practices
1 Consistently measure employee engagement
2 Involve all managers in action planning
3 Provide training
4 Measure ROI
5 Work with an outside provider
4
24
49
23
0
10
20
30
40
50
60
70
80
90
100
Fully Engaged
Key Contributors
OpportunityGroup
Fully Disengaged
wwwDecision-Wisecom
DecisionWise Employee Engagement Solutions
1 Survey customization
2 Online interactive reporting
3 Benchmarking
4 In-depth analysis
5 Business metric comparisons
6 Expert consulting
7 Roll-out training and follow-up
wwwDecision-Wisecom
Workers Compensation Claims
Percent of employees with claims
91
66
5058
00
20
40
60
80
100
Fully Disengaged (n=66) Opportunity Group (n=182) Key Contributor (n=635) Fully Engaged (n=589)
wwwDecision-Wisecom
Union Vulnerability
The following table shows the results of the 2013 Union Vulnerability Index
Category(Mean Score Range)
High
Vulnerability(lt249)
Opportunity(25-349)
Moderate
Vulnerability(35-449)
Low Vulnerability(gt45)
2011 Percentage 10 26 44 21
2012 Percentage 10 17 33 41
2013 Percentage 12 26 43 19
Note Totals may vary slightly due to rounding
wwwDecision-Wisecom
Engagement Migration Analysis
wwwDecision-Wisecom
Organization Goal Caring
ldquoThis organization cares about employeesrdquo
1 Senior leaders need to be visible
2 Daily rounds initiative ldquoRoundingrdquo
3 One hour of open-office time each day
4 Added question ldquoThe leaders of my department are visible on a regular basisrdquo
4
wwwDecision-Wisecom
Organization Goals
6 Best Practices
1 Sponsorship Strong aligned leadership
2 Direction Set at the top
3 Alignment ldquoI see how my work fits into overall missionrdquo
4 Transparency ldquoI trust that senior leadership is looking out for merdquo
5 Communication (employee voice) ldquoSuggestions for improvement are listened to and taken
seriouslyrdquo
6 Progress reports Feedback and accountability
wwwDecision-Wisecom
32
28
17
23
Upward
Stayed the Same
Downward
Donrsquot know
Companies with Engagement Trending UpwardBased on any employee survey results over the past 3 years has the overall level of Employee Engagement in your organization trendedhellip
32 of companies report that engagement in their organization has increased over the past three years 28 report engagement has stayed the same and 17 say that it has actually gone down
wwwDecision-Wisecom
Employee Engagement Survey Best Practices
1 Consistently measure employee engagement
2 Involve all managers in action planning
3 Provide training
4 Measure ROI
5 Work with an outside provider
4
24
49
23
0
10
20
30
40
50
60
70
80
90
100
Fully Engaged
Key Contributors
OpportunityGroup
Fully Disengaged
wwwDecision-Wisecom
DecisionWise Employee Engagement Solutions
1 Survey customization
2 Online interactive reporting
3 Benchmarking
4 In-depth analysis
5 Business metric comparisons
6 Expert consulting
7 Roll-out training and follow-up
wwwDecision-Wisecom
Union Vulnerability
The following table shows the results of the 2013 Union Vulnerability Index
Category(Mean Score Range)
High
Vulnerability(lt249)
Opportunity(25-349)
Moderate
Vulnerability(35-449)
Low Vulnerability(gt45)
2011 Percentage 10 26 44 21
2012 Percentage 10 17 33 41
2013 Percentage 12 26 43 19
Note Totals may vary slightly due to rounding
wwwDecision-Wisecom
Engagement Migration Analysis
wwwDecision-Wisecom
Organization Goal Caring
ldquoThis organization cares about employeesrdquo
1 Senior leaders need to be visible
2 Daily rounds initiative ldquoRoundingrdquo
3 One hour of open-office time each day
4 Added question ldquoThe leaders of my department are visible on a regular basisrdquo
4
wwwDecision-Wisecom
Organization Goals
6 Best Practices
1 Sponsorship Strong aligned leadership
2 Direction Set at the top
3 Alignment ldquoI see how my work fits into overall missionrdquo
4 Transparency ldquoI trust that senior leadership is looking out for merdquo
5 Communication (employee voice) ldquoSuggestions for improvement are listened to and taken
seriouslyrdquo
6 Progress reports Feedback and accountability
wwwDecision-Wisecom
32
28
17
23
Upward
Stayed the Same
Downward
Donrsquot know
Companies with Engagement Trending UpwardBased on any employee survey results over the past 3 years has the overall level of Employee Engagement in your organization trendedhellip
32 of companies report that engagement in their organization has increased over the past three years 28 report engagement has stayed the same and 17 say that it has actually gone down
wwwDecision-Wisecom
Employee Engagement Survey Best Practices
1 Consistently measure employee engagement
2 Involve all managers in action planning
3 Provide training
4 Measure ROI
5 Work with an outside provider
4
24
49
23
0
10
20
30
40
50
60
70
80
90
100
Fully Engaged
Key Contributors
OpportunityGroup
Fully Disengaged
wwwDecision-Wisecom
DecisionWise Employee Engagement Solutions
1 Survey customization
2 Online interactive reporting
3 Benchmarking
4 In-depth analysis
5 Business metric comparisons
6 Expert consulting
7 Roll-out training and follow-up
wwwDecision-Wisecom
Engagement Migration Analysis
wwwDecision-Wisecom
Organization Goal Caring
ldquoThis organization cares about employeesrdquo
1 Senior leaders need to be visible
2 Daily rounds initiative ldquoRoundingrdquo
3 One hour of open-office time each day
4 Added question ldquoThe leaders of my department are visible on a regular basisrdquo
4
wwwDecision-Wisecom
Organization Goals
6 Best Practices
1 Sponsorship Strong aligned leadership
2 Direction Set at the top
3 Alignment ldquoI see how my work fits into overall missionrdquo
4 Transparency ldquoI trust that senior leadership is looking out for merdquo
5 Communication (employee voice) ldquoSuggestions for improvement are listened to and taken
seriouslyrdquo
6 Progress reports Feedback and accountability
wwwDecision-Wisecom
32
28
17
23
Upward
Stayed the Same
Downward
Donrsquot know
Companies with Engagement Trending UpwardBased on any employee survey results over the past 3 years has the overall level of Employee Engagement in your organization trendedhellip
32 of companies report that engagement in their organization has increased over the past three years 28 report engagement has stayed the same and 17 say that it has actually gone down
wwwDecision-Wisecom
Employee Engagement Survey Best Practices
1 Consistently measure employee engagement
2 Involve all managers in action planning
3 Provide training
4 Measure ROI
5 Work with an outside provider
4
24
49
23
0
10
20
30
40
50
60
70
80
90
100
Fully Engaged
Key Contributors
OpportunityGroup
Fully Disengaged
wwwDecision-Wisecom
DecisionWise Employee Engagement Solutions
1 Survey customization
2 Online interactive reporting
3 Benchmarking
4 In-depth analysis
5 Business metric comparisons
6 Expert consulting
7 Roll-out training and follow-up
wwwDecision-Wisecom
Organization Goal Caring
ldquoThis organization cares about employeesrdquo
1 Senior leaders need to be visible
2 Daily rounds initiative ldquoRoundingrdquo
3 One hour of open-office time each day
4 Added question ldquoThe leaders of my department are visible on a regular basisrdquo
4
wwwDecision-Wisecom
Organization Goals
6 Best Practices
1 Sponsorship Strong aligned leadership
2 Direction Set at the top
3 Alignment ldquoI see how my work fits into overall missionrdquo
4 Transparency ldquoI trust that senior leadership is looking out for merdquo
5 Communication (employee voice) ldquoSuggestions for improvement are listened to and taken
seriouslyrdquo
6 Progress reports Feedback and accountability
wwwDecision-Wisecom
32
28
17
23
Upward
Stayed the Same
Downward
Donrsquot know
Companies with Engagement Trending UpwardBased on any employee survey results over the past 3 years has the overall level of Employee Engagement in your organization trendedhellip
32 of companies report that engagement in their organization has increased over the past three years 28 report engagement has stayed the same and 17 say that it has actually gone down
wwwDecision-Wisecom
Employee Engagement Survey Best Practices
1 Consistently measure employee engagement
2 Involve all managers in action planning
3 Provide training
4 Measure ROI
5 Work with an outside provider
4
24
49
23
0
10
20
30
40
50
60
70
80
90
100
Fully Engaged
Key Contributors
OpportunityGroup
Fully Disengaged
wwwDecision-Wisecom
DecisionWise Employee Engagement Solutions
1 Survey customization
2 Online interactive reporting
3 Benchmarking
4 In-depth analysis
5 Business metric comparisons
6 Expert consulting
7 Roll-out training and follow-up
wwwDecision-Wisecom
Organization Goals
6 Best Practices
1 Sponsorship Strong aligned leadership
2 Direction Set at the top
3 Alignment ldquoI see how my work fits into overall missionrdquo
4 Transparency ldquoI trust that senior leadership is looking out for merdquo
5 Communication (employee voice) ldquoSuggestions for improvement are listened to and taken
seriouslyrdquo
6 Progress reports Feedback and accountability
wwwDecision-Wisecom
32
28
17
23
Upward
Stayed the Same
Downward
Donrsquot know
Companies with Engagement Trending UpwardBased on any employee survey results over the past 3 years has the overall level of Employee Engagement in your organization trendedhellip
32 of companies report that engagement in their organization has increased over the past three years 28 report engagement has stayed the same and 17 say that it has actually gone down
wwwDecision-Wisecom
Employee Engagement Survey Best Practices
1 Consistently measure employee engagement
2 Involve all managers in action planning
3 Provide training
4 Measure ROI
5 Work with an outside provider
4
24
49
23
0
10
20
30
40
50
60
70
80
90
100
Fully Engaged
Key Contributors
OpportunityGroup
Fully Disengaged
wwwDecision-Wisecom
DecisionWise Employee Engagement Solutions
1 Survey customization
2 Online interactive reporting
3 Benchmarking
4 In-depth analysis
5 Business metric comparisons
6 Expert consulting
7 Roll-out training and follow-up
wwwDecision-Wisecom
32
28
17
23
Upward
Stayed the Same
Downward
Donrsquot know
Companies with Engagement Trending UpwardBased on any employee survey results over the past 3 years has the overall level of Employee Engagement in your organization trendedhellip
32 of companies report that engagement in their organization has increased over the past three years 28 report engagement has stayed the same and 17 say that it has actually gone down
wwwDecision-Wisecom
Employee Engagement Survey Best Practices
1 Consistently measure employee engagement
2 Involve all managers in action planning
3 Provide training
4 Measure ROI
5 Work with an outside provider
4
24
49
23
0
10
20
30
40
50
60
70
80
90
100
Fully Engaged
Key Contributors
OpportunityGroup
Fully Disengaged
wwwDecision-Wisecom
DecisionWise Employee Engagement Solutions
1 Survey customization
2 Online interactive reporting
3 Benchmarking
4 In-depth analysis
5 Business metric comparisons
6 Expert consulting
7 Roll-out training and follow-up
wwwDecision-Wisecom
Employee Engagement Survey Best Practices
1 Consistently measure employee engagement
2 Involve all managers in action planning
3 Provide training
4 Measure ROI
5 Work with an outside provider
4
24
49
23
0
10
20
30
40
50
60
70
80
90
100
Fully Engaged
Key Contributors
OpportunityGroup
Fully Disengaged
wwwDecision-Wisecom
DecisionWise Employee Engagement Solutions
1 Survey customization
2 Online interactive reporting
3 Benchmarking
4 In-depth analysis
5 Business metric comparisons
6 Expert consulting
7 Roll-out training and follow-up
wwwDecision-Wisecom
DecisionWise Employee Engagement Solutions
1 Survey customization
2 Online interactive reporting
3 Benchmarking
4 In-depth analysis
5 Business metric comparisons
6 Expert consulting
7 Roll-out training and follow-up