how do you measure emotional engagement?

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How do you measure emotional engagement?


Attrition Absence Accidents

Which will lead to PRICE:

Profit

Revenue Growth

Innovation

Customer Advocacy

Efficiency &

Productivity

Government Whitepaper (2011) demonstrates the benefits of emotional engagement as follows:1. Start with the issues – Absence, Attrition and Accidents2. Facilitate the improvements – profit, revenue growth, innovation, customer advocacy, efficiency and productivity.

Peak Performance


Transactional/Emotional Engagement and Wellbeing

CIPD: Managing for Sustainable Employee Engagement – developing a behavioural framework (2012)


Transactional/Emotional Engagement and Wellbeing

Transactional engagement Enjoys the job, the team, but is not committed to the organisation – does not feel fully part of the mission

Emotional engagement Loves the organisation and feels part of the mission. Does not have silo mentality as feels part of team as a whole

Emotional engagement happens when engagement and wellbeing peak. This is the only true form of engagement (CIPD)

CIPD: Managing for Sustainable Employee Engagement – developing a behavioural framework (2012)


1. Identify each individual’s level of well being in cognitive AND emotional terms VITAL

2. Predict potential work stress related issues including work absence VITAL

3. Manage chronic stress at work one person at a time – preventing errors of judgement VITAL

4. Determine where the stress points are and how senior personnel can be better supported VITAL

How can you facilitate emotional wellbeing in your organisation?


Emotional Centre-Limbic

Higher thinking

Why CARI™ is the ONLY survey that measures true EMOTIONAL ENGAGEMENT…



Higher thinking

How a Standard Engagement Survey works:

Cognitive questions

Cognitive Answers

A standard engagement survey asks cognitive questions = cognitive answers (i.e. answers you have thought about).



Higher thinking

Emotional questions

Cognitive Venting

When asked to give a cognitive reason to an emotional feeling we end up “venting” i.e. we blame - which research shows is simply “a discharge of discomfort and pain”.

Because “we are never upset of the reason we think”

How a Standard Engagement Survey works:



Higher thinking

Immediate Cognitive Answers

Quick Fire Cognitive Questions

CARI™ is different because:

It asks unusual, quick response cognitive questions.

How CARI™ works:



Higher thinking

Emotional stimuli

Emotional responsesIt uses emotional

stimuli that create an emotional

response

because the emotional centre of the brain has no capacity for language


How CARI™ works:



Higher thinking

Cognitive answers

Emotional stimuli

Cognitive questions

Emotional responses

It produces two profiles – cognitive and emotional…


How CARI™ works:



Higher thinking

Cognitive answers

Emotional stimuli

Cognitive questions

Emotional responses

It produces two profiles – cognitive and emotional…

…and every respondent receives their own confidential profile


How CARI™ works:



Higher thinking

Cognitive answers

Emotional stimuli

Cognitive questions

Emotional responses

It reads the interplay between these 2 profiles

… in order to provide a true picture of emotional engagement


How CARI™ works:



Higher thinking

Cognitive answers

Emotional stimuli

Cognitive questions

Emotional responses

It identifies and pinpoints exactly whom is at risk.





Higher thinking

Cognitive answers

Emotional stimuli

Cognitive questions

Emotional responses

It identifies the real issues and how they are manifest





Higher thinking

Cognitive answers

Emotional stimuli

Cognitive questions

Emotional responses

It allows the organisation to create a strategy that specifically and directly answers its needs.





Higher thinking

Cognitive answers

Emotional stimuli

Cognitive questions

Emotional responses

It enables the best possible use of existing resources.





Higher thinking

Cognitive answers

Emotional stimuli

Cognitive questions

Emotional responses

It identifies specific financial returns for your well being and engagement measures


£££££



Benefits of CARI™

Get the ability to integrate changes and new ways super-fast, with everyone emotionally

committed to the change


This is an example profile from an employee who is ostensibly engaged within the business, however, analysis shows that this is transactional engagement – as identified by the highly positive response to the job and role, but the negative response to the managers, organisation and attitude to the business/work. This individual is unlikely to be committed to the organisation, even though they like their job.

CARI™ Company Reports:

You can discover if your people are transactionally engaged OR…


This is a typical profile of a highly committed employee. The two charts (red and blue) are similar, and they demonstrate that they feel positive about their manager, team, are engaged with their organisation and enjoy their work. There can be no guarantee that this individual would not move to a different company, but it is unlikely that they would be actively job-seeking.

CARI™ Company Reports:

You can discover if your people are transactionally engaged OR…emotionally engaged


Benefits of CARI™

Increased profitability, and increased employee engagement, wellbeing and happiness

Leading to…

• Increased customer advocacy - by 12%• Reduced staff turnover - by 40%• Rebuild your employee trust – and double your net profit• Accelerated performance and productivity at peak levels


CARI™ Individual Profile - example“I’m only just coping – I don’t know how long I can go on – I can’t go to HR because I can’t explain what is wrong… exactly.”

This is a genuine profile example – The chart indicates levels of stress and presenteeism that is likely to lead to sickness absence. The individual believed the organisation was failing to provide support – but could not identify how. In this case we were able to read the chart and identify and rectify the real problem within a week.


Benefits of CARI™

You fulfil your legal duty of care to prevent work-related stress, and reduce your risk of

litigation.


This is a genuine profile example – The chart indicates diminishing levels of well being.. The individual believed the organisation providing all the support needed in theory, but jkust could not feel it. S/he felt that s/he was not justified in giving feedback as s/he culdn’t put this intop a rationale argument. In the meantime, well being was dropping off and engagement was poor. In this case we were able to read the chart and instantly identify the problem. The CARI Well Being Practitioner worked ith the client to create an action plan and the problem was solved. Within 48 hours the action plan was implemented and the score changed. An

immediate solution!

CARI™ Individual Profile - example“I don’t know how long I’ll stay here. I just don’t feel I can get to grips with my job. I don’t feel…trusted.”


Benefits of CARI™

You find out exactly who is at risk of sickness absence, who is likely to leave, who is most likely to have a

work place accident...

…and then we can prevent it from happening.


Maria Paviour won a European Award for developing technology for measuring and managing stress at work in 2000.

Using evidence based research from the last ten years Maria has taken her original, award winning technology and built upon it to create a tool – CARI™ - that is able to drill right down into the key aspects of wellbeing and emotional engagement at work.

Maria delivering CARI™ in Oslo, Norway.


How CARI™ takes the pain out of change and shortcuts results

The CARI™ short cut from DENIAL to ACCEPTANCE gives you rapid and painless ORGANISATIONAL and PERSONAL CHANGE enabling super-quick integration of new ways with total emotional commitment.


Brain Systems of Leadership

Our recent research into how preferred brain

systems can improve leadership

The CARI Brain System Profile™

enables every individual to understand their pressure points and

helps the organisation to provide the most

effective support for peak performance.


Second quadrant

What would you do if your computers only worked at 60% efficiency?

CARI™ is maintenance

for people


CARI™ helps you to steer your ship

through challenge,

austerity and change

Constant adjustment & maintenance


Not just a survey – CARI™ is an experience. And one you will never have had before! Try it for yourself.Book your free trial now: 01825 830884


Case Study - TestimonialsChange and Work-Related Stress Absence Prevention ProgrammeOil and Gas Company: The business was going through turbulent and traumatic change. CARI™ identified approximately 12% of people at high risk of stress absence. Support was provided and sickness absence prevented. Actual stress-related sickness absence reduced to less than 1% of employees. Hazel Webb HR Manager

Engagement, Leadership and Talent Development/Retention ProgrammeConstruction/Engineering: The programme succeeded in supporting individuals in applying new strategies, recognising and resolving issues and engaging with the business’s aims. Reporting demonstrated a significant Return on Investment and also demonstrated that line manager involvement correlated positively with delegate achievement & morale. As a direct result several of the participants in the development programme have progressed their careers to more advanced management positions. Colin Lucas, Multiplex

Resilience ProgrammeLaw firm: Assessment of stress levels and needs followed by PEP Resilience events. The programme was deemed to be the most overbooked and successful to date. Employees reported significant improvements in resilience. Justine Thompson, Baker and McKenzie


Typical Clients & Sectors• Accountancy: PriceCooperWaterhouse, Ogilvie Booth Coles• Banking: Barclays• Charities: Oxfam, British Red Cross• Construction: Mace, Land Securities, Multiplex (Brookfield)• Education: Brighton University, Beacon College• Engineering: Johnson Matthey, Motorola• Insurance: UNUM• Law Firms: Baker and McKenzie; DAC Beachcroft• Oil and Gas: Valiant Oil and Gas• Pharmaceutical: Sanofi Synthelabo, GlaxoSmithKline, TEVA - APS Berk, • Restaurant /Retail: City Centre Restaurants, McDonalds, Associated

Independent Stores (AIS)


The Emotional Engagement Specialists

Making Sense of Psychological Well-Being for Peak Performance

You are ready to significantly reduce your costs, and profit from well being and happiness at work

Call now: 01825 830884

[email protected]

how do you measure emotional engagement?

Business

true emotional engagement

mission emotional engagement

emotional wellbeing

emotional feeling

emotional terms vital

rights reserved absence

standard engagement

cognitive questions