SCHOUTEN RESEARCH ENGAGEMENT SURVEYS

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1 SCHOUTEN RESEARCH ENGAGEMENT SURVEYS High-value services plays an increasingly important role in our economy. The importance of human capital is therefore also growing. Highquality human capital. Several business-management studies even show that that human capital is now the basis for creating value. Organisations that recognise the importance of that fact and act accordingly regularly perform better than others in their sector. That quickly raises a number of questions: What makes personnel excel at work?, How do they get engaged? and When do they feel stress?. At Schouten Research it is our expertise to provide insight in the answers to these questions. Our scientific base, professors Schaufeli and Bakker are renowned in organisational psychology for developing the Job Demands Resources (JD-R) Model. We use this model to help organisations with insights that foster excellent decision making capabilities in Human Resources Management. Why Schouten Research? More than just a study: Your organizational improvement is the central focus. Based on scientific research Continuous innovation Small-scale, flexible, and short lines Benchmarking Customized surveys that make sure the best survey is used for your specific goals and organization High degree of user-friendliness Direct online feedback for the individual employee

2 SCHOUTEN RESEARCH HUMAN RESOURCE SURVEYS Schouten Research is a unique cooperation between Utrecht University, Erasmus University Rotterdam and Schouten & Nelissen. We develop and exploit survey instruments that are scientifically sound and are of practical use. With these surveys, our clients take advantage of reliable insights on which they base their Human Resources strategy. Burnout, stress, employee satisfaction The centre of expertise is in the area of organizational behavior. Our primary expertise in this field is in engagement, burnout, stress and employee satisfaction. As these motivational and behavioral concepts are strongly related to performance, engagement, absenteeism, customer loyalty, employee turnover, etc. we are used to work at strategic levels. Nevertheless, we understand that excellent insights are of little use when organizations fail to implement the appropriate actions. Therefore, Schouten Research is committed to offer all the possible consulting, training and coaching capabilities that Schouten & Nelissen Global can offer, when needed. Of course, our clients make the final decision to take advantage of these extra options. 2

3 Engagement survey Traditional employee surveys concentrate mainly on factors that personnel feel are negative and counter-productive, and associated healthy and wellness issues. Our engagement surveys, based on the JD-R model, on the other hand, looks at aspects that give your personnel energy: The positive elements. With the engagement survey, a digital questionnaire is being used to measure how your employees feel about their work, both positively and negatively. They complete the online questionnaire and get real-time, immediate, personal feedback. You, the employer, receive group- and/or organization-level reports. These reports give insight into all of the positive and negative factors that influence the engagement wellness and performance of your personnel. After this survey, you will know which groups of employees are scoring extremely positively and which extremely negatively. If you make policy-changes, we will carry out a second survey to assess the effects of the policy-changes for the organization. This is not a snapshot, but a time-lapse record of a process of continuous improvement. The engagement survey is an outstanding addition to your strategic HRM policy. With the survey results, line-management can ensure that all personnel in the organization reach their potential. Interventions with employees whose scores are lower-thandesirable can prevent burnouts and absenteeism. If employees would score high in vitality and motivation, on the other hand, your active career-path policy will retain them for your organization. 3

4 THE PROCES STEP BY STEP Design DESIGN Because the situation in your organization is unique, Schouten Research will create a specific engagement survey for your company. In order to do that, we first draw up a list of potential work-stressors and energy sources, and of aspects of healthy, job satisfaction, and performance based on literature studies, our experience in previous studies, and your specific wishes. On that basis, we compose a draft questionnaire. All of the stakeholders in your organization can then participate in a focus group. The draft questionnaire is discussed and the definitive questionnaire is created. Data DATA The participants will be informed of the study by letter or . They will be told how they can go to a secure website to fill in the questionnaire. Immediately after completing the questionnaire, personal feedback on the employee s own working conditions is shown on the screen. Often, it will set him or her in motion. Some employees will take the initiative to discuss their personal situation with family and partners or with their management. While the study is ongoing, we will keep you up to date constantly about the level of response. Reporting REPORTING You receive a brief and easy-to-understand report containing the study results at the departmental and the organization level. That also shows which work-stressors and energy sources are fine (green), which should be monitored (orange), and which require urgent attention (red). Priorities Based on the study report, and depending on your wishes, we formulate any follow-up steps that you can take to enable your personnel to perform to the best of their abilities. PRIORITIES To work TO WORK We present the conclusions and recommendations to management during an interactive session. During those meetings, we devote a great deal of attention to the follow-up steps that your organization can take. Improvements to the organization are the underlying principles. 4

5 RESULTS WITH PEOPLE What will our survey give you? Thorough insight into the level of stress, satisfaction, motivation and loyalty of your personnel. With that information, middle and upper management and the HR department can improve policies and strengthen the organization. Concrete points of improvement to implement changes in the most effective way. Tailored, where necessary, to specific parts of your organization. Performance In all cases, the study gives you a springboard for improving your organization s performance further. We strive to achieve improvements in the areas of: Satisfied personnel Employee engagement Personal initiative Organisational commitment Personnel resignations Absenteeism due to illness Extra-role behaviour, one step further Study performance Service quality Financial returns and continuity Productivity 5

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