The Empuls Guide to Action for Strategic Connect offers well laid out suggestions based on the scores. This guide will help HR and managers act on employee feedback about your Organisational Strategic Connect effectively. You will now be able to effectively take action, since these results help with:
Once the engagement survey results are in, the most important step is to select one or many focus areas in Strategic Connect. For this, begin from selecting ‘Strategic Connect’ from the drop down in Questionnaire tab to view the question scores. Key observations to be made:
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.
The dash board visually indicates the focus areas with warmer colors.
For example, in the below report snapshot, ‘Socially Responsible’ within Brand Image 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.
The ‘Strategic Connect’ of an organisation indicates its efforts towards creating an aligned organisational vision amongst their employees. It is an important dimension of an organization’s efficiency in prioritizing and allocating resources to ensure that everyone is working towards one common vision.
The more employees feel connected towards the organization and its core values, the more engaged employees are. It becomes easier for them to get in sync with the strategy of the organization and generate meaningful results. The belief that ‘the work I am doing is meaningful’ fulfils the higher-order human/social needs of an employee.
The Strategic Connect engagement dimension has the following sub-dimensions:
The ‘Brand Image’ dimension measures the perception the employee has in the employer brand of their organisation. A higher score of this dimension indicates that the employee thinks highly of their employer brand, while a low score indicates a lower sense of pride.
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~what employees of firms that have a positive employer brand image say~
80.5%
feel good working with their employer
95.8%
will work with their employer for at least the next 5 years
Source: iiste
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Brand Image Score: 1 to <3
‘NEEDS ATTENTION’
If the total score for the ‘Brand Image’ 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 employer Brand. 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 exact issues.
Brand Image Score: 3 to <4
‘GOOD’
If the total score for the ‘Brand Image’ dimension is from 3 to less than 4 for an organisation or a department, it means that many of the employer brand building efforts are paying off. A few of the engagement questions might need attention and drill down to understand how you fare in these dimensions.
Brand Image Score: 4 to 5
‘EXCELLENT’
If the total score for the ‘Brand Image’ dimension is from 4 to 5 for an organisation or a department, it means that the employer branding efforts are faring exceptionally well. You can further fine tune these results by evaluating the available second level issues. (please note: you will have fewer drill down options since many seem to have chosen ‘5’ for Brand Image. engagement questions will be collected only when the employee scores less than a ‘5’).
Being socially responsible is increasingly becoming an essential part of organisations because of the evolving social conditions - one where citizens trust corporates to do more than even their governments. Even employees want their employers to reflect larger purposes and stand for values like inclusion, empathy and environmental preservation. Corporates are entrusted to exhibit social responsibility, humanity and impact.
This engagement question helps you understand how your employees perceive your organisation to be socially responsible.
‘NEEDS ATTENTION’
If the total score for the ‘socially responsible’ dimension is between 1 and 3 for an organisation or a department, then there is considerable work that needs to be done towards improving the employee perceptions of the organisation with social responsibility.
------Recommendations to improve socially responsible score ------
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‘GOOD’
If the total score for the ‘socially responsible’ dimension is from 3 to less than 4 for an organisation or a department, it means that many of the employer's social responsibility efforts are paying off.
------Recommendations to improve socially responsible score ------
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‘EXCELLENT’
If the total score for the ‘Socially responsible’ engagement question is from 4 to 5 for an organisation or a department, it means that the current social responsibility efforts 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.
Being a high performing organisation denotes the financial credibility and profitability of the organisation. The employee perceptions of how financially credible their employers are, has a significant impact on the brand image perceptions.
‘NEEDS ATTENTION’
If the total score for the ‘high performing’ 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 the employee perceptions of the organisation's performance
------Recommendations to improve high performing score ------
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‘GOOD’
If the total score for the ‘high performing’ dimension is from 3 to less than 4 for an organisation or a department, it means that many of the employer's performance efforts are paying off.
------Recommendations to improve socially responsible score ------
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‘EXCELLENT’
If the total score for the ‘High performing organisation’ engagement question is from 4 to 5 for an organisation or a department, it means that the current high performance efforts 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.
Overall aspects of how an organisation - through its products and services - is able to adequately satisfy a customer need or want has an important effect on how the employee perceives the organisation. Organisations with better customer satisfaction are more likely to have more gratified employees.
Customer Satisfaction Score: 1 to <3
‘NEEDS ATTENTION’
If the total score for the ‘customer satisfaction’ 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 the employee perceptions of the customer satisfaction capable of the company.
------Recommendations to improve customer satisfaction ------
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Customer satisfaction organisation Score: 3 to <4
‘GOOD’
If the total score for the ‘customer satisfaction’ dimension is from 3 to less than 4 for an organisation or a department, it means that many of the employer's customer satisfaction efforts are paying off.
------Recommendations to improve customer satisfaction score ------
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Customer satisfaction Score: 4 to 5
‘EXCELLENT’
If the total score for the ‘customer satisfaction’ engagement question is from 4 to 5 for an organisation or a department, it means that the current customer satisfaction efforts 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.
The ‘Vision & Strategy’ dimension measures the perception the employee has about the organisational vision and strategic effectiveness of their employer. A higher score of this dimension indicates that the employee thinks highly of their employer’s vision and strategy, while a low score indicates a lower approval of these aspects.
Vision & Strategy Score: 1 to <3
‘NEEDS ATTENTION’
If the total score for the ‘Vision & Strategy’ 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 Vision & Strategy. 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.
Vision & Strategy Score: 3 to <4
‘GOOD’
If the total score for the ‘Vision & Strategy’ dimension is from 3 to less than 4 for an organisation or a department, it means that many of the Vision & Strategy efforts are paying off. A few of the engagement questions might need attention and drill down to understand how you fare in these dimensions.
Vision & Strategy Score: 4 to 5
‘EXCELLENT’
If the total score for the ‘Vision & Strategy’ dimension is from 4 to 5 for an organisation or a department, it means that the Vision & Strategy efforts 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 Vision & Strategy. engagement questions will be collected only when the employee scores less than a ‘5’).
Employees who believe that their employer’s business strategies align with their vision and mission, better trust the organisation with faring well and have a higher organizational commitment.
Strategy alignment Score: 1 to <3
‘NEEDS ATTENTION’
If the total score for the ‘strategy alignment’ 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 the employee perceptions of the organisation's strategy alignment with vision and mission.
------Recommendations to improve strategy alignment------
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Strategy alignment Score: 3 to <4
‘GOOD’
If the total score for the ‘strategy alignment’ dimension is from 3 to less than 4 for an organisation or a department, it means that many of the employer's strategy alignment efforts are paying off.
------Recommendations to improve strategy alignment score ------
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Strategy alignment Score: 4 to 5
‘EXCELLENT’
If the total score for the ‘strategy alignment’ engagement question is from 4 to 5 for an organisation or a department, it means that the current high performance efforts 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.
The organisation’s clarity of where they are headed and how well they are prepared for the future, contributes to the employee having a great trust of the vision and strategy of the company.
Future strategy Score: 1 to <3
‘NEEDS ATTENTION’
If the total score for the ‘Future strategy S’ 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 the employee perceptions of the organisation's future business strategy.
------Recommendations to improve future strategy ------
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Future strategy Score: 3 to <4
‘GOOD’
If the total score for the ‘future strategy’ dimension is from 3 to less than 4 for an organisation or a department, it means that many of the employer's future strategy efforts are paying off.
------Recommendations to improve future strategy score ------
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Future strategy Score: 4 to 5
‘EXCELLENT’
If the total score for the ‘future strategy’ engagement question is from 4 to 5 for an organisation or a department, it means that the current high performance efforts 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.
The ‘Leadership’ dimension measures the perception of the employee about their organisational leadership team. A higher score of this dimension indicates that the employee thinks highly of their leadership team, while a low score indicates a lower approval of their leadership team.
Leadership Score: 1 to <3
‘NEEDS ATTENTION’
If the total score for the ‘Leadership’ 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 Leadership perceptions.. 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.
‘Leadership’ Score: 3 to <4
‘GOOD’
If the total score for the ‘‘Leadership’’ dimension is from 3 to less than 4 for an organisation or a department, it means that many of the ‘Leadership’ efforts are paying off. A few of the engagement questions might need attention and drill down to understand how you fare in these dimensions.
Leadership Score: 4 to 5
‘EXCELLENT’
If the total score for the ‘Leadership’ dimension is from 4 to 5 for an organisation or a department, it means that the Leadership efforts 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 Vision & Strategy. engagement questions will be collected only when the employee scores less than a ‘5’).
The second level ‘leadership inspiration’ dimension measures how inspired the employee is of the leadership in a way that makes them more driven and enthusiastic.
Leadership inspiration Score: 1 to <3
‘NEEDS ATTENTION’
If the total score for the ‘Leadership inspiration’ 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 the employee perceptions of the organisation's leadership inspiration.
------Recommendations to improve Leadership inspiration ------
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Leadership inspiration Score: 3 to <4
‘GOOD’
If the total score for the ‘Leadership inspiration’ dimension is from 3 to less than 4 for an organisation or a department, it means that many of the employer's leadership inspiration efforts are paying off.
------Recommendations to improve leadership inspiration score ------
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Leadership inspiration Score: 4 to 5
‘EXCELLENT’
If the total score for the ‘leadership inspiration’ engagement question is from 4 to 5 for an organisation or a department, it means that the current Leadership inspiration efforts 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.
The second level ‘leadership fairness and integrity’ dimension measures how the employee trusts their leaders to behave with fairness and integrity. This kind of trust helps create a psychologically safe environment in the organisation for employees, that helps employee retention and engagement.
Leadership fairness and integrity Score: 1 to <3
‘NEEDS ATTENTION’
If the total score for the ‘Leadership fairness and integrity 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 the employee perceptions of the leadership fairness and integrity.
------Recommendations to improve Leadership fairness and integrity ------
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Leadership fairness and integrity Score: 3 to <4
‘GOOD’
If the total score for the ‘Leadership fairness and integrity’ dimension is from 3 to less than 4 for an organisation or a department, it means that many of the employer's Leadership fairness and integrity efforts are paying off.
---Recommendations to improve Leadership fairness and integrity score ---
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Leadership fairness and integrity Score: 4 to 5
‘EXCELLENT’
If the total score for the ‘Leadership fairness and integrity’ engagement question is from 4 to 5 for an organisation or a department, it means that the current Leadership fairness and integrity efforts 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.
The second level ‘leadership competence’ dimension measures how the employee trusts their leaders to be well-equipped and competent to take the right decision for the company’s well-being.
Leadership competence Score: 1 to <3
‘NEEDS ATTENTION’
If the total score for the ‘Leadership competence’ 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 the employee perceptions of leadership competence.
------Recommendations to improve Leadership competence ------
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Leadership competence Score: 3 to <4
‘GOOD’
If the total score for the ‘Leadership fairness and integrity’ dimension is from 3 to less than 4 for an organisation or a department, it means that many of the employer's Leadership fairness and integrity efforts are paying off.
---Recommendations to improve Leadership competence score ---
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Leadership competence Score: 4 to 5
‘EXCELLENT’
If the total score for the ‘Leadership competence’ engagement question is from 4 to 5 for an organisation or a department, it means that the current Leadership competence efforts 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.