Guide To Action For Empuls Engagement Survey: Employee Recognition And Career Growth

GETTING STARTED

The Empuls Guide to Action for Recognition And Career Growth offers well laid out suggestions based on the scores. This guide will help HR and managers act on employee feedback about your Employee Recognition And Career Growth effectively. You will now be able to effectively take action, since these results help with:

  1. Identifying focus areas in Recognition And Career Growth efforts that are most impactful.
  2. Narrow down on the onward action to improve these focus areas.
  3. Identify various means - through industry best practices to pursue solving the top focus issues.
  4. Independently take action using the Empuls engagement platform to improve the Recognition And Career Growth.
  5. Actively receive feedback from the team after every action.

CHOOSING A FOCUS AREA

Once the engagement survey results are in, the most important step is to select one or many focus areas in Recognition And Career Growth. For this, begin from selecting ‘Recognition And Career Growth’ from the drop down in Questionnaire tab to view the question scores. Key observations to be made:

QUESTION SCORE

Overall Score

Lower the score, the more critical the focus area

Score Variation

A negative score variation indicates a focus area.

A positive (while actioning upon focus areas) or a zero (for a non-focus area) score variation is ideal.

SELECTING THE FOCUS AREAS

The dash board visually indicates the focus areas with lower average scores.

For example, in the below report snapshot, ‘Reward’ within ‘Recognition And Career Growth’ needs to be the focus area.

Note: 

Remember that focus areas could either indicate a structural issue - like a new manager, new group of team members, change in policy or an internal promotion or a functional issue - projects, new processes, task reallocations, or change in workflows. Understanding the root cause helps prioritize focus areas, if there are many present.

DIAGNOSING EMPLOYEE RECOGNITION & CAREER GROWTH

Employees thrive in circumstances where they have a chance to learn and advance in their careers.  The ‘Recognition & Career Growth’ dimension enquires the career  aspirations of the workforce and their perceptions of the organisation’s current learning, development and performance structure. 

The recognition and career growth factors are important determinants of the way the employee perceives the internal opportunities of career development, appraisals and possibilities to be rewarded and recognised for good work done.

The recognition and career growth engagement dimension has the following sub-dimensions:

  1. Career Growth
  2. Reward
  3. Performance appraisals


CAREER GROWTH

The sub-dimension ‘career growth’ measures how satisfied the employees are with the growth opportunities in the organisation. A higher score in this dimension indicates that the employee feels great confidence in the career growth opportunities in the organization and lower scores might indicate a lower level of confidence.


TAKE PART IN DESIGNING STRATEGIES

The second level  dimension, ‘take part in designing strategies’ measures how the employee feels about  the extent to which the employee is involved in strategic decisions within the scope of his/her role.


Taking part in designing strategies score: 1 to <3

‘NEEDS ATTENTION’

If the total score for the ‘Taking part in designing strategies’ dimension is from 1 to less than 3 for an organisation or a department, then there is considerable work that needs to be done towards improving opportunities to take part in designing strategies of the employees.

-Recommendations to improve Taking part in designing strategies score~

 

Find means to take employee inputs for even trivial matters of the team

Give employees a direct line to the people at the top. 

Let people celebrate and recognise their peers

Ask employees what they really think about the various happenings in the team

Encourage employees to tell stories that matter to your organization - through posts or blogs.

 

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Taking part in designing strategies Score:  3 to <4

‘GOOD’

If the total score for the ‘Alignment to competency level’ dimension is from 3 to less than 4 for an organisation or a department, it means that many of the employer's efforts towards improving opportunities of taking part in designing strategies of the employee are paying off.

-Recommendations to improve Taking part in designing strategies score -

  1. Inject some fun into your digital workplace.
  2. Survey employees to get a quick pulse on the organization before making any major changes or decisions. 
  3. Provide spaces for online communities based on shared personal or professional interests. 
  4. Unite new employees in an Onboarding Center. Give them a space to connect, find out their top questions, and create an evolving FAQ. 
  5. Spark discussions by encouraging people to like or comment on content. Get leaders to join the conversation and inspire wider participation.

 

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Taking part in designing strategies Score:  4 to 5

‘EXCELLENT’

If the total score for the ‘Taking part in designing strategies’ engagement question is from 4 to 5 for an organisation or a department, it means that the current efforts towards improving opportunities to take part in designing strategies of the employee are faring exceptionally well. If the Score is a perfect 5, and if it seems doubtful , do check for the number of responses received - a higher response rate gives better confidence.



TIMELY FEEDBACK FROM MANAGERS

The second level  dimension, ‘timely feedback from managers’ measures how the employee feels about  the extent to which he/she gets timely feedback on his/her work


Timely feedback score: 1 to <3

‘NEEDS ATTENTION’

If the total score for the ‘Timely feedback’ dimension is from 1 to less than 3 for an organisation or a department, then there is considerable work that needs to be done towards improving Timely feedback given to the employee.

-Recommendations to improve Timely feedback score~

  1. Be positive first and then suggest improvements. 
  2. Focus on the behavior, not the person. 
  3. Be specific by provide tangible examples of the behavior in question, not vague, “drive by” criticism
  4. Don’t wait until the employee’s annual performance appraisal to provide positive or negative feedback. 
  5. Make sure you are clear on why you are delivering the feedback. 

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Timely feedback Score:  3 to <4

‘GOOD’

If the total score for the ‘Alignment to competency level’ dimension is from 3 to less than 4 for an organisation or a department, it means that many of the employer's efforts towards improving Timely feedback to the employee are paying off.

-Recommendations to improve Timely feedback score -

  1. Ensure judgment and biases does not invade feedback sessions in any form
  2. Provide feedback from while being a neutral party to it
  3. Make it a two-way conversation. 
  4. Follow up on the feedback given. 
  5. Ensure you have authority, credibility and trust before you give feedback

 

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Timely feedback Score:  4 to 5

‘EXCELLENT’

If the total score for the ‘Timely feedback’ engagement question is from 4 to 5 for an organisation or a department, it means that the current efforts towards improving timely feedback to the employee are faring exceptionally well. If the Score is a perfect 5, and if it seems doubtful , do check for the number of responses received - a higher response rate gives better confidence.



L&D RESOURCES

The second level  dimension, ‘L&D resources’ measures how the employee feels about the extent to which he/she is satisfied with the learning and development opportunities provided.

L&D resources score: 1 to <3

‘NEEDS ATTENTION’

If the total score for the ‘L&D resources’ dimension is from 1 to less than 3 for an organisation or a department, then there is considerable work that needs to be done towards improving L&D resources at the disposal of the employee.

-Recommendations to improve L&D resources score~

Identify needs of the employees

Know the audience of L&D programs - to which demographics they broadly belong to

Define achievable goals for L&D

Understand how they learn best and implement a host of L&D channels

Keep it evolving L&D initiatives based on feedback

 

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L&D resources Score:  3 to <4

‘GOOD’

If the total score for the ‘Alignment to competency level’ dimension is from 3 to less than 4 for an organisation or a department, it means that many of the employer's efforts towards improving L&D resources at the disposal of the employee are paying off.

-Recommendations to improve L&D resources score -

  1. Ensure that the team manager drive the L&D initiatives.G
  2. Identify what works for which employee segment
  3. Ask leadership team to support and drive L&D top down
  4. Identify mechanisms to figure the ROI of the L&D programs
  5. Gauge effectiveness of the programs and communicate results

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L&D resources Score:  4 to 5

‘EXCELLENT’

If the total score for the ‘L&D resources’ engagement question is from 4 to 5 for an organisation or a department, it means that the current efforts towards improving L&D resources at the disposal of the employee are faring exceptionally well. If the Score is a perfect 5, and if it seems doubtful , do check for the number of responses received - a higher response rate gives better confidence.

CAREER PROGRESSION OPPORTUNITIES

The second level  dimension, ‘Career progression opportunities' measures how the employee feels the career progression opportunities provided to him/her.


Career progression opportunities score: 1 to <3

‘NEEDS ATTENTION’

If the total score for the ‘Career progression opportunities’ dimension is from 1 to less than 3 for an organisation or a department, then there is considerable work that needs to be done towards improving Career progression opportunities' at the disposal of the employee.

-Recommendations to improve Career progression opportunities score~

Create a culture of mentorship

Create annual development goals and stay on track

Insist employees to come with a suggestive solution for every  problem they report

Encourage employee to live upto the company values all the time

Help employees discover the better way of doing things.

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Career progression opportunities Score:  3 to <4

‘GOOD’

If the total score for the ‘Career progression opportunities’ dimension is from 3 to less than 4 for an organisation or a department, it means that many of the employer's efforts towards improving career progression opportunities for the employee are paying off.

-Recommendations to improve Career progression opportunities score -

  1. Map every employee's career on a career map and identify the plan of action
  2. Help employees seek assignments with increasing stages of difficulties - to help them challenge themselves
  3. Allow employees to communicate openly and directly about career aspirations and seek visibility for their accomplishments.
  4. Let their supervisors know of their skills and willingness to contribute.
  5. Create an atmosphere where employees are not afraid to ask for help.

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Career progression opportunities Score:  4 to 5

‘EXCELLENT’

If the total score for the ‘Career progression opportunities’ engagement question is from 4 to 5 for an organisation or a department, it means that the current efforts towards improving career progression opportunities at the disposal of the employee are faring exceptionally well. If the Score is a perfect 5, and if it seems doubtful, do check for the number of responses received - a higher response rate gives better confidence.



REWARD

The sub-dimension ‘reward’ measures how satisfied the employees are with how he/she is recognized for his/her achievements at work. A higher score in this dimension indicates that the employee is satisfied with the recognition opportunities in the organization and lower scores might indicate a lower level of satisfaction.


Reward score: 1 to <3

‘NEEDS ATTENTION’

If the total score for the Physical Safety dimension is from 1 to less than 3 for an organisation or a department, there is considerable work that needs to be done towards improving the reward perceptions of the employees. It is highly probable that almost all the engagement questions too would be in the red zone. Drill down to the engagement questions to understand the issues further.

Reward Score: 3 to <4

‘GOOD’

If the total score for the ‘Physical Safety’ dimension is from 3 to less than 4 for an organisation or a department, it means that many of the ‘Rewarding’ efforts are paying off. A few of  the engagement questions might need attention and drill down to understand how you fare in these dimensions.  

Reward Score: 4 to 5

‘EXCELLENT’

If the total score for the ‘Reward’ dimension is from 4 to 5 for an organisation or a department, it means that the efforts to provide adequate rewarding are faring exceptionally well. You can further fine tune these results by evaluating the available second level data. (please note: you will have fewer drill down options since many seem to have chosen ‘5’ for Physical Safety. engagement questions will be collected only when the employee scores less than a ‘5’).



INCENTIVES

The second level  dimension, ‘incentives' measures how the employee feels the incentive opportunities provided to him/her are at par with the industry standards.

Incentives score: 1 to <3

‘NEEDS ATTENTION’

If the total score for the ‘Incentives’ dimension is from 1 to less than 3 for an organisation or a department, then there is considerable work that needs to be done towards improving Incentives at the disposal of the employee.

-Recommendations to improve Incentives score~

  1. Set Specific Goals for incentive development
  2. Set Clear Rules for incentive disbursement
  3. Ask Your employees for Feedback on current incentives
  4. Avoid Only Rewarding Top Performers
  5. Engage employees in the incentive program through communication and progress announcements

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Incentives Score:  3 to <4

‘GOOD’

If the total score for the ‘Alignment to competency level’ dimension is from 3 to less than 4 for an organisation or a department, it means that many of the employer's efforts towards improving Incentives at the disposal of the employee are paying off.

-Recommendations to improve Incentives score -

  1. Adjust Incentives for risks taken : Give higher risk projects better incentives
  2. Engage the Competitive Instinct using gamification
  3. Offer Versatile Rewards
  4. Collect and Utilize Data on Your Program
  5. Measure Success in More Than Revenue - include improvement in employee morale and engagement

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Incentives Score:  4 to 5

‘EXCELLENT’

If the total score for the ‘Incentives’ engagement question is from 4 to 5 for an organisation or a department, it means that the current efforts towards improving Incentives at the disposal of the employee are faring exceptionally well. If the Score is a perfect 5, and if it seems doubtful , do check for the number of responses received - a higher response rate gives better confidence.


REWARDS

The second level  dimension, ‘rewards' measures how the employee feels the incentive opportunities provided to him/her are at par with the industry standards.

Rewards score: 1 to <3

‘NEEDS ATTENTION’

If the total score for the ‘Rewards’ dimension is from 1 to less than 3 for an organisation or a department, then there is considerable work that needs to be done towards improving Rewards at the disposal of the employee.

-Recommendations to improve Rewards score~

  1. Make it personal to employees
  2. Provide opportunities to be rewarded
  3. Magnify recognition through using multiple channels to communicate it
  4. Offer beyond-the-call-of-duty perks
  5. Motivate with financial incentives

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Rewards Score:  3 to <4

‘GOOD’

If the total score for the ‘Alignment to competency level’ dimension is from 3 to less than 4 for an organisation or a department, it means that many of the employer's efforts towards improving Rewards at the disposal of the employee are paying off.

-Recommendations to improve Rewards score -

  1. Give holiday rewards and bonuses
  2. Facilitate peer-to-peer recognition
  3. Recognise people’s passions
  4. Embrace gamification
  5. Use technology and social media to publicise accomplishments.

 

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Rewards Score:  4 to 5

‘EXCELLENT’

If the total score for the ‘Rewards’ engagement question is from 4 to 5 for an organisation or a department, it means that the current efforts towards improving Rewards at the disposal of the employee are faring exceptionally well. If the Score is a perfect 5, and if it seems doubtful , do check for the number of responses received - a higher response rate gives better confidence.




PERFORMANCE APPRAISALS

The sub-dimension ‘performance appraisals’ measures how satisfied the employees with the appraisal process. A higher score in this dimension indicates that the employee is satisfied with the appraisal process of the organization and lower scores might indicate a lower level of satisfaction.


Performance appraisals score: 1 to <3

‘NEEDS ATTENTION’

If the total score for the Performance appraisals dimension is from 1 to less than 3 for an organisation or a department, there is considerable work that needs to be done towards improving the Performance appraisals perceptions of the employees. It is highly probable that almost all the engagement questions too would be in the red zone. Drill down to the engagement questions to understand the issues further.

Performance appraisals Score: 3 to <4

‘GOOD’

If the total score for the ‘Performance appraisals’ dimension is from 3 to less than 4 for an organisation or a department, it means that many of the efforts to improve ‘Performance appraisals’ are paying off. A few of  the engagement questions might need attention and drill down to understand how you fare in these dimensions.  

Performance appraisals Score: 4 to 5

‘EXCELLENT’

If the total score for the ‘Performance appraisals’ dimension is from 4 to 5 for an organisation or a department, it means that the efforts to provide better Performance appraisals are faring exceptionally well. You can further fine tune these results by evaluating the available second level data. (please note: you will have fewer drill down options since many seem to have chosen ‘5’ for Physical Safety. engagement questions will be collected only when the employee scores less than a ‘5’).



TRANSPARENCY

The engagement question, ‘transparency' measures how the employee feels about his/her own awareness of the appraisal process.

 

Transparency score: 1 to <3

‘NEEDS ATTENTION’

If the total score for the ‘Transparency’ dimension is from 1 to less than 3 for an organisation or a department, then there is considerable work that needs to be done towards improving Transparency of the organisation.

-Recommendations to improve Transparency score~

Set SMART goals for effectiveness

Begin with performance planning along with the employee

Create an ongoing process to manage and communicate performance

Improve productivity through better goal management

Gather information from multiple sources to improve objectivity

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Transparency Score:  3 to <4

‘GOOD’

If the total score for the ‘Alignment to competency level’ dimension is from 3 to less than 4 for an organisation or a department, it means that many of the employer's efforts towards improving Transparency of the organisation.

-Recommendations to improve Transparency score -

  • Document all significant occurrences, positive or negative -to support performance decisions.
  • Prepare and train your managers for implementing seamless performance management
  • Perfect the performance review
  • Link performance with rewards and recognition
  •  Encourage full participation and success

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Transparency Score:  4 to 5

‘EXCELLENT’

If the total score for the ‘Transparency’ engagement question is from 4 to 5 for an organisation or a department, it means that the current efforts towards improving Transparency of the organisation. If the Score is a perfect 5, and if it seems doubtful , do check for the number of responses received - a higher response rate gives better confidence.



ADHERENCE TO GOALS AND OBJECTIVES SET

The second level  dimension, ‘adherence to goals and objectives' measures how the employee feels about how the appraisal process is adhered to the goals and objectives set forth in the beginning of the year.


Adherence to goals score: 1 to <3

‘NEEDS ATTENTION’

If the total score for the ‘Adherence to goals’ dimension is from 1 to less than 3 for an organisation or a department, then there is considerable work that needs to be done towards improving Adherence to goals of the employee.

-Recommendations to improve Adherence to goals score~

Set and track attainable goals.

Clarify roles and tasks with every team member

Give and receive feedback on performance management

Eliminate meetings ruin productivity

Reorganize office space to make collaboration easier

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Adherence to goals Score:  3 to <4

‘GOOD’

If the total score for the ‘Alignment to competency level’ dimension is from 3 to less than 4 for an organisation or a department, it means that many of the employer's efforts towards improving Adherence to goals l of the employee are paying off.

-Recommendations to improve Adherence to goals score -

  1. Enhance productivity by communicating effectively
  2. Bring all the projects your team’s working on under one roof
  3. Measure performance continuously
  4. Use a productivity tool to help tracking- but don’t end up using too many tools
  5. Work towards continuously improving productivity.

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Adherence to goals Score:  4 to 5

‘EXCELLENT’

If the total score for the ‘Adherence to goals’ engagement question is from 4 to 5 for an organisation or a department, it means that the current efforts towards improving Adherence to goals at the disposal of the employee are faring exceptionally well. If the Score is a perfect 5, and if it seems doubtful , do check for the number of responses received - a higher response rate gives better confidence.


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