Outcomes

Through a program which combines management development, optimal metrics and process, the following are typical outcomes:

Significant improvements in engagement, fulfillment and retention metrics
Effective Leadership development by managers - preparation through a behavioral assessment, coaching debrief and then implementation/feedback through one-on-one engagement discussions with each member of the team they lead.
Creation of a continuous improvement process to not only maintain first-time process improvements but to institute consistent improvement through a mix of attention to the right metrics, leadership development and disciplined consistent effort.

Most organizations conduct employee satisfaction surveys, eNPS, or so-called engagement/pulse surveys. These ask the same questions of all participants whether the issue is important to the individual or not. They are also anonymous so you can’t address an individual’s results directly. These results are analyzed by the organization and departments but because there are over 20 engagement factors that can be the driving influence for any one individual (advancement, money, public recognition, problem-solving, relationship, job security…), when they are averaged together, the usefulness diminishes.

Also, as has been well documented, most organizations struggle to improve significantly even with volumes of this kind of data. Unfortunately, the poor results don’t seem to matter, as the abundance of this anonymous data and the reports generated proliferate in many organization with little discernable benefit.

You can aggregate anonymous engagement pulse/ survey data and get some benefit especially if you haven't collected it in a while, however to get significant and durable impact and leverage, your managers need to understand and act upon individual engagement and fulfillment data. How fulfilled (which often equates to energized) is each employee on the factors that are important to them, individually.

This is how you move the engagement needle up and also raise fulfillment… AGILEdge

What’s the situation today with Engagement and Pulse Survey Data & Programs?

“The assessment itself is very powerful because it’s very real, it’s very personal, it’s very relevant. And if you combine that with some structured learning, we believe that you can get a big impact in terms of really directing these behavioral shifts. Coaching and feedback is extremely important to our organization as relates to our people managers.”