| White Paper |
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What makes people feel engaged for their organization ? The results of a scientific research conducted by Qualintra on the responses of 30’000 employees and managers about the key drivers for people engagement.
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Engagement Surveys
Measuring People Engagement
Measuring engagement is now a strategic objective for any
organization aspiring to long-term performance. To achieve this
objective, employee surveys have to be repeated over the course of
time. However, measuring intangible factors calls for a professional
approach, state-of-the-art expertise and cast-iron guarantees of
reliability, confidentiality and anonymity, so that respondents
express themselves with confidence.
What is engagement?
What we mean by "engagement" is the willingness of individuals to
devote their skills and energy to the success of an organization. It
is voluntary loyalty, because it reflects a decision to stay and
make a commitment to the firm and its business even though, on the
market, the individuals' skills would open other opportunities to
them. Furthermore, it allows remarkable levels of performance to be
reached, with pleasure.
Engagement is the key factor in our current society, the one in
which Individuals are actors of their career and look for a
motivating and fair « psychological contract »; it may disappear
very fast, particularly for talents during change, thus measuring
engagement appears as particularly crucial in periods of change.
Measuring engagement means collecting feedback (how things are
experienced and perceived) and transforming it into management
indicators (in order to be able to make fast and appropriate
decisions, ahead of faced issues).
3 types of engagement indicators
| Engagement Surveys | |
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Engagement surveys are different to traditional employee surveys
(satisfaction surveys, commitment surveys,
employee
attitude
surveys). Qualintra was among the first to introduce the concept of engagement in 2000. Our experience shows that there is no universal engagement model. Engagement models may differ significantly on some key elements between companies, industries and geographies. Standard approach therefore cannot reflect the true drivers of engagement for any given company.
Customized
Engagement surveys are a strategic tool because they help
understand the particularities of a company, each culture,
so it becomes possible for HR and the management to
influence directly people engagement.
Engagement surveys are recommended in structures of all sizes during
periods of moderate change |
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Change Indicators |
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A Change Indicator is a means for assessing and
increasing
people engagement to a significant change and
the effectiveness of its implementation. The aim is
to accelerate change by identifying the key
elements on which it depends and the problems to be
addressed and discussed. This method is recommended for any
organizational or cultural change and particularly during
sensitive phases, as it serves to channel the energies of
the parties involved and significantly increase the chances
of success of such change. |
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Mergers/ Acquisitions Monitoring |
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Qualintra specializes in the monitoring of Mergers & Acquisitions.
In those often very complex projects, we measure people engagement
towards the new Company but also the effectiveness of the merger or
of the acquisition.
An
integration monitoring process aims at measuring how key actors in
the company (e.g. managers; experts; sales; others) are willing to
fully engage for the success of the integration, and to what extent
the vision, strategy and values are shared and experienced daily.
Measuring engagement is crucial in periods of change and mergers and
acquisitions, for both companies: for the one that integrates (« do
we understand the reasons for this integration and do we feel
comfortable with the way it is made? »); for the one that is
integrated (« is this integration an opportunity for our company and
for its talents? »).
We measure engagement by periodically collecting feedback (how
things are experienced and perceived – usually
every 4-8 months) and transforming it into management indicators (in
order to be able to make fast and appropriate decisions, ahead of
faced issues). Our methodology for evaluating the effectiveness of
change is quite unique and has been used with great success on very
large, worldwide projects. |
A Scientific approach
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Qualintra Service Center works with HR & IT/IS on survey logistics, confidentiality and project planning. The Questionnaires, in any language, are integrated in the Feedback Platform, and tested. The survey is started, respondents receive an invitation email containing their confidential codes to access the questionnaire. The Qualintra Service Center will provide all assistance needed, in several languages, to the respondents. Response rates are monitored in real time. At the close of the survey, advanced statistical analyses are performed to validate the Engagement model What has been measured is a "true" representation of our client's People Engagement and of the company culture. |
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| Based on the statistically validated Engagement Model,
Qualintra consultants will analyze the data collected.
The results of the analysis are then compiled in a comprehensive consultant report. Specific reports and recommendations are prepared for each of the key Business Units and Divisions. The results are then presented to the Management and later to the employees and to any appropriate stakeholders. Action planning sessions take place at all levels to ensure that proactive actions are quickly put in place. A process is also put in place to ensure proactive monitoring of all KPIs . Qualintra Consulting can provide On Demand monitoring and follow up of the Actions Plans. |
Qualintra Consulting will ensure that actions plans are followed up at all levels of the organization. |
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