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Maligned, misused, & missed opportunities

Maligned, misused, & missed opportunities

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Maligned, misused, & missed opportunities

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  1. Employee surveys Maligned, misused, & missed opportunities

  2. Hello… My name is Dr Neal Knight-Turvey…

  3. I’m the research director for one of Australasia’s leading survey companies…

  4. I’ve been doing surveys for a long time now…

  5. …and I’d like to share a couple of ideas as to why surveys are often maligned and misused

  6. …and as a result, why the value within a survey is often lost.

  7. …in this session, we’ll look at just 2 things.

  8. …2 things that really stand out as key ingredients to successful surveys.

  9. senior management‘buy-in’ • surveys that‘fail to deliver’

  10. Let’s interact

  11. …to avoid this!

  12. Okay, let’s do a survey (!)

  13. Question 1. employee survey Do you currently run an in your organisation?

  14. 70%-80% of Typically, around our audience members say ‘yes’.

  15. Question 2. employee survey Are you satisfied with your methods and returns?

  16. 20%-30% of Typically, around our audience members say ‘yes’.

  17. so what’s the point of an employee survey anyway? Okay,

  18. Well, tell me if you’ve heard this one before…

  19. people are our most important asset.

  20. people are the interface between our organisation and our customers.

  21. people contribute the most to our customer satisfaction.

  22. people contribute the most to our bottom line.

  23. people contribute the most to our success.

  24. without people our organisation is nothing.

  25. Really?!

  26. Here’s a really important person… right? But is she motivated?

  27. Here’s a really important person… right? But is she happy?

  28. Here’s a really important person… right? But is she about to leave?

  29. Organisations ARE good at measuring lots of things.

  30. Just not all things…

  31. that matter.

  32. Why?

  33. Senior management buy-in. Surveys that fail to ‘deliver’. (Lots of other things too, but let’s stick to these tonight)

  34. what my people think.” “I don’t care

  35. what my people think.” “I already know

  36. “I already know what motivates my people…”

  37. ½ truth

  38. Most of us think most other people are motivated primarily by money!

  39. Money and other extrinsic ‘motivators’ allow managers to abdicate responsibility for managing people better… …and yet, so many things that actually engage people are within a manager’s control.

  40. What really motivates and engages people at work? PSYCH/OB 101

  41. FUN!

  42. achieve ment

  43. personal development

  44. Lot’s of things engage people in the workplace… a survey merely helps understand what those things are.

  45. Don’t forget, there are many psychological barriers to management buy-in

  46. What gets rewarded, gets managed. Information overload. Survey knowledge and skills. Survey data can change power dynamics. “Replacing warriors with accountants.”