HR Inside work with the Genos Employee Engagement and Organisational Effectiveness Survey
What it Is:
An engagement and organizational effectiveness survey combined with a unique implementation process. The survey provides insight into levels of employee engagement in a business and how to improve it. Our unique implementation process ensures executives take responsibility for driving actions to improve engagement and the company’s performance.
How it is Used
Organizations use our engagement survey and unique implementation process to produce a strategic human resource road map for improving:
- Their capacity to attract talent through the promotion of their employment brand
- Their capacity to retain talent
- Individual and organizational productivity/performance
- Innovation, whether that be efficiency improvement, product/service refinement or the development of new products or services.
What Difference it Makes
Whether it’s greater role clarity, improved leadership, better performance management or sales force effectiveness, our engagement solution helps organizations determine what needs to be done to execute strategy quickly and effectively with minimal risk.
Recent research on employee engagement conducted by Hewitt Associates found the following:
- Almost all government and large business in modern economies conduct employee surveys once every one to two years
- Approximately half of these organizations make no significant change in their employee engagement scores year on year (less than +/- three percentile points)
- About one in six organizations experience a decline in employee engagement
- The average increase in engagement scores is only five percentage points.
What these facts tell us is that while there are many providers of engagement surveys, organizations are not effectively acting on the insights these surveys provide. Our unique implementation process combined with our emotional intelligence and motivation solutions ensure actions to lift engagement occur quickly and with impact.
Genos Engagement Model
Employee engagement is, by definition, an individual’s emotional and intellectual commitment to their work and the organization. Drawing from a wealth of science on employee engagement, we measure this level of commitment by examining the extent to which employees undertake four value creating engagement behaviors, which form the basis of our 4-P engagement model: Praise, Persist, Perform, Perfect.
Extensive academic and corporate funded research has shown a strong link between these behaviors and organizational performance. The Genos model of engagement looks at the extent to which employees:
- Praise the organization to others
- Perform above what is expected of them
- Persist in the face of difficulties and are not likely to leave if approached
- Perfect or continuously seek to improve what they do
Our customizable organizational effectiveness survey will also measure employees’ opinions about the effectiveness of organizational factors critical to executing your strategy in the market conditions you are operating in.
Genos Employee Engagement Assessments
The Genos Engagement Assessment was created by Dr Gilles Gignac, Dr Ben Palmer and Mr David Clarke. Employees respond on an 8-point scale from Strongly Disagree to Strongly Agree. Total employee engagement is calculated at the individual level by averaging employee responses to the eight engagement questions and mapping this average to industry-wide benchmarks. The report presents the percentage of employees in your organization who are found to be Engaged, Nearly Engaged, Not Engaged and Actively Disengaged as described below.
The Four Levels of Employee Engagement
- Engaged
Engaged employees work with passion and feel a profound emotional and intellectual connection to their company. They drive innovation, consistently demonstrate positive emotions and move the organisation forward. - Nearly Engaged
Nearly engaged employees work diligently to get things done and do what is expected of them. They may put in extra time or energy into things when necessary but not willingly or with passion. - Not Engaged
Not Engaged employees are essentially ‘checked out’. They are sleepwalking through their workday, putting time but not energy or passion into their work. Getting them to go above and beyond is difficult. - Actively Disengaged
Actively Disengaged Employees aren’t just unhappy at work; they’re busy acting out their unhappiness. The consistently demonstrate negative emotions and seek to undermine what their engaged co-workers accomplish.
Our customizable organizational effectiveness survey is always used along with the engagement questions to determine how to improve engagement. It measures employees’ opinions about the effectiveness of organizational factors deemed critical to executing your strategy in your market conditions.
The Genos engagement assessment correlates engagement scores with organizational effectiveness factors to determine what levers your organization should pull to improve engagement and the value-creating behaviors it comprises. Finally, the Genos engagement assessment can calculate engagement levels by demographics such as Tenure, Position, Location, Level and others.
For further information please contact info@hrinside.com.au