Loading presentation...

Present Remotely

Send the link below via email or IM

Copy

Present to your audience

Start remote presentation

  • Invited audience members will follow you as you navigate and present
  • People invited to a presentation do not need a Prezi account
  • This link expires 10 minutes after you close the presentation
  • A maximum of 30 users can follow your presentation
  • Learn more about this feature in our knowledge base article

Do you really want to delete this prezi?

Neither you, nor the coeditors you shared it with will be able to recover it again.

DeleteCancel

Make your likes visible on Facebook?

Connect your Facebook account to Prezi and let your likes appear on your timeline.
You can change this under Settings & Account at any time.

No, thanks

Engagement Survey

No description
by

Cassie Sacks

on 19 February 2013

Comments (0)

Please log in to add your comment.

Report abuse

Transcript of Engagement Survey

Engagement Survey Camaraderie Intimacy
- Ability to be yourself
Hospitality
- Socially friendly and welcoming atmosphere
Community
- Sense of "family" or "team" Pride Fairness Equity
- All are full members and have opportunities for special recognition
Impartiality
- Fairness in hiring and promotions decisions
Justice
- No discrimination, right to appeal decisions Respect Support
- Thank you
- Tools and growth opportunities (professional development)
Collaboration
- Seek opinions, involve people
Caring
- Personal interest in people as individuals Credibility Two-way communication
- Information and accessible two-way communications
Competence
- Coordinating resources, giving responsibility, having clear vision
Integrity
- Reliability, honesty, and ethical behaviour Quick wins Personal job
- Individual job and accomplishments
Team accomplishments
- Work produced by own team or work group
Corporate image
- Company's products and standing in the community But there was some good Q4. Management is approachable, easy to talk with.
Q9. People here are given a lot of responsibility.
Q8. Management trusts people to do a good job without watching over their shoulders. We only scored badly in one area with Q 50 Q50. I feel good about the ways we contribute to the community. Q31. I feel I receive a fair share of the profits made by this organisation.
Q30. People here are paid fairly for the work they do.
Q32. Everyone has an opportunity to get special recognition.
Q34. Promotions go to those who best deserve them.
Q35. Managers avoid playing favourites. We scored 100% with Q38. People here are treated fairly regardless of their race or ethnicity. Lowest score at 17% with Q16. I am offered training or development to further myself professionally. The natural human reaction to this is the
SARAH response Sock
Anger
Rejection
Acceptance
Help Q13. I believe management would lay people off only as a last resort.
Q1. Management keeps me informed about important issues and changes.
Q2. Management makes its expectations clear.
Q7. Management does a good job of assigning and coordinating people.
Q12. Management’s actions match its words.
Q11. Management delivers on its promises. Solution: Have more regular town hall meetings to keep staff informed
Remind staff of the good things we do
Spread the word with key important influences in the business Q16. I am offered training or development to further myself professionally.
Q28. We have special and unique benefits here.
Q21. Management involves people in decisions that affect their jobs or work environment.
Q26. People are encouraged to balance their work life and their personal life. Solution Get everyone reviewed and set them a development plan
Talk more about the benefits like Ambition awards and Academy
Start mapping out succession plans for everyone so we can keep staff enthusiastic about staying Q31. I feel I receive a fair share of the profits made by this organisation.
Q30. People here are paid fairly for the work they do.
Q32. Everyone has an opportunity to get special recognition.
Q34. Promotions go to those who best deserve them.
Q35. Managers avoid playing favourites. Solution Start linking salary reviews to company performance not individual performance (once a year)
When positions become available and we are thinking of promoting staff open it up to internal applications
Managers start engaging with staff who they wouldn't normally engage with Q50. I feel good about the ways we contribute to the community. Solution Be associated with a charity (chosen by staff)
Give staff a day off to volunteer at a charity of their choice
Implement Transition to Work program Credibility Respect Fairness Pride Camaraderie Keep doing what you're doing!
Full transcript