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Process and Outputs
A focused, practical, pragmatic survey tool that produces actionable results
Employee engagement Organisation development Talent management Attraction & retention Employer branding
Engagement is defined as follows:
“Engaged employees are those who are cognitively, attitudinally, and behaviourally aligned with and committed to their job role and their organisation’s objectives.
Employee engagement is the ongoing process of creating the environment in which the values, systems, policies, and behaviours adopted by the organisation are congruent with and supportive of the pursuit of its objectives through its people.”
From ‘The Engagement Manifesto’ © 2011 R. Alan Crozier
Areas for examination and reporting
Main Dimensions
Vision & Mission
Values
Recruitment & Induction
Organisation design
Leadership & Management
Performance management
Reward & Recognition
Learning & Development
Communication & Involvement
Wellbeing
Reputation
Employer brand
Indicative outcomes
Attraction
Motivation
Retention
Stickiness
Familiarity & Favourability
Advocacy
Trust
Alignment
Commitment
Organisational engagement
Employee engagement
The following are not actual results
Section A: Weighted Mean scores
• Dimension
Recruitment & Induction
Vision & Mission
Values
Organisation design
Leadership & Management
Performance management
Reward
Learning & Development
Communication & Involvement
Wellbeing
Corporate reputation
Employer Brand
• Employer Employee
3.2 3.2
3.9 3.8
3.7 3.6
3.1 3.2
4.0 3.5
3.8 3.3
3.3 2.9
3.9 3.2
4.0 3.5
3.2 3.1
4.0 3.8
3.8 3.5
1
2
3
4
5
0% 5% 10% 15% 20% 25% 30%
%
%
Stickiness
1. I am actively trying to leave this job2. I have looked around for other jobs3. I have sometimes thought about leaving this job but have done
nothing about it4. I have no intention of leaving this job at present 5. I am totally committed to this job for the foreseeable future
Familiarity & Favourability (1)
1 2 3 4 50%
10%
20%
30%
40%
50%
60%
70%
80%
FamiliarityFavourability
1 Not at all 1 Poor
2 Had heard the name 2 Not good
3 Knew a bit about it 3 Good
4 Knew a lot about it 4 Very good
5 Knew it intimately 5 Excellent
Favourability 1 vs Favourability 2
1 2 3 4 50%
10%
20%
30%
40%
50%
60%
70%
80%
Favourability 1Favourability 2
Poor Not Good Very Excellent good good
Advocacy
1
2
3
4
5
0% 10% 20% 30% 40% 50% 60%
%
%
1. Unprompted, I would be critical2. If prompted I would be critical3. I probably wouldn’t offer an opinion4. If prompted I would recommend5. Unprompted, I would recommend
Trust
3.23.33.43.53.63.73.83.9
44.14.2
Employees
Executives
Employees
Executives
3.56
4.12
Correlation with business performance
Commitment Index
AlignmentIndex
Middle 50%
Three year Total Return to Shareholders* from
companies with employees in the cluster
(eg only 2.4% return for those with low commitment and low
alignment)
Source: Watson Wyatt's Work 2002 database
Top 25% of companies
Middle 50%
Bottom 25% of companies
Bottom 25%
Top 25%
6.7%
15.8%
2.4%
14.1% 27.6%
14.6% 21.0%
* Engagement affects performance regardless of the metrics used.
Company position
3.62
3.28
Engaged
Engagement level 3.45
Engaged 75.51%
+A - C 13.82%
- A + C 0.82%
Disengaged 9.85%
Employee engagement
Employee engagement
Inspired = 40.38%
• Highlights for each of the 12 Dimensions
• Plus all data (as below)
• Full report and observations
