Kevin Savage's Page
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I am not entirely familiar with Hewitt's engagement models; I should be, as we have begin to work closely with them in recent months. However, my understanding is that Hewitt's model is an a priori model. The working hypothesis is that the same va...
Do you have a true vision of peak performance? With such a vision, you can drive balanced, overall organizational progress via everyone focusing on increasing personal engagement/involvement, not the scorecard, productivity, or the bottom line. In...
Hi Kevin, I agree with Michelle, the topic is monsterous!
I love the Hewitt model and reporting tool. I find that looking at your priority areas, low sat areas and the impact analysis by demographic splits can reveal perspectives the larger pictu...
Hi Kevin
I think that when organisations decide on behalf of their employees what engagement means for them they miss a huge trick.
The Hewitts of this world have done brilliant work on the generic drivers of employee engagement - but so what? S...
Hi Kevin,
I would give values measurement a try. You can measure underlying values and beliefs that drive behavior on 7 levels of consciousness. We find this adds invaluable insight to the employee engagement measures. Armed with both sets of mea...
Kevin
Here are some measures that you might desire to consider:
1. Reduced health care demand
2. Fewer workers' Comp claims
3. Fewer accident and disablity claims
4. Less employee time wasted on money problems
5. Increased contributions to emplo...
Hi Kevin,
I'm not that surprised that the customer service scores were high even with low engagement scores. What type of industry are you in? Service, Healthcare? Someone who is dissatisfied with parts of an organization but love their job may s...
Profile Information
- Who are you?
- Manager of IS Quality and Performance in the Information Technology Division at the Insurance Corporation of BC. Reponsible for staffing initiatives including education, communication, succession planning and engagement strategies. We currently (for the past 3 years) have an Employee Engagement Group of about 25 people (managers and staff). Issues we are dealing with at this time (from Hewitt survey feedback) include career planning, performance management, work processes and recognition.
- What is your interest or involvement in employee engagement?
- Lead Divisional efforts (650 people) on employee engagement and responses to the Hewitt survey
- Website:
- http://www.icbc.com
- Where are you located?
- North Vancouver Canada
Kevin Savage's Blog
Measures of Engagement
We currently measure engagement by participating in the annual Hewitt survey; this year we will also be undertaking a mid-year mini survey. In addition to this we measure attrition and absenteeism as "engagement" items. My question is what other measures have people found to be effective in looking at the engagement issue? Our customer satisfaction scores are high but our Hewitt scores are low, we are puzzled by this apparent disconnect. Looking forward to your input!
thanks -- Kevin
thanks -- Kevin
Posted on May 13, 2009 at 3:46pm — 7 Comments
Comment Wall (2 comments)
- At 7:54pm on March 5, 2009,
Terrence Seamon said… - Kevin,
Welcome to the Manager Tools group.
Terry
- At 5:37pm on July 29, 2008,
David Zinger said… - Kevin,
I always appreciate having another person from Canada in the network. You have quite a range of duties and must have lots to offer us with how things have worked in practice. I look forward to learning from you and offering resources and information to assist you.
David
About
Latest Activity
I think we all generally agree that engaged employees are a powerful force for delivering company success. I think we all also agree that you cannot force employees to engage. You can, however, create work environments and cultures in which employ...
Treat people the way they want to be treated, not the way you want to be treated.
I am looking for some discussion topics. I have a team that really needs to come together as a group. (or, I have a group that really needs to come together as a team). I've done a few team building activities, but this time, I would like to have ...
Great word ownership, Kurt.
Without a strong sense of ownership by the employee we don't get their full engagement, their complete commitment to the work.
The formula for employee ownership for any boss is to listen to the employee and that give...
Remember, recognition is free. It's not material. It's a communication tool. I agree with Ben that employees need a voice and a safe place to use it. They also want some ownership in the processes and acknowledgment that the tasks they perform mea...
Recognition is important, but possibly not in the way you think. Rewards have negative effects down the road no matter how good they look. On this subject, read Alfie Kohn's "Punished by Rewards".
I managed people for over 30 years. In order to s...
I think recognising your staff becomes all the more important in today's climate of budget cuts, pressures and downsizing. We all want to feel valued, both as employees and human beings, and to have someone else say 'thank you, your continued supp...
Hi Leigh
I am an Employee Engagement Specialist in the department of Organizational Effectiveness. I work for a company about the size that you are looking for. We began kicking off employee engagement surveys last April. As of now we have a year...
... master the art of asking questions!
Teach your employees how to Manage Up: Some people think this is brown nosing, but it's really about helping your boss understand who you are.
Angela,
I think recognition is always essential but we have to look at the deeper reason why. Reward and recognition confirms value. Every human being wants to know, "Does my life matter?" This is the questions we help answer when we reward and re...
Be real, don't use jargon, and be honest. If something is going to hurt people would rather be prepared!
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