Performance Group. Employee Engagement EMPLOYEE COMMITMENT INDEXTM SCORECARD GUIDE

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Lawrence Sims
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1 Performance Group Employee Engagement EMPLOYEE COMMITMENT INDEXTM SCORECARD GUIDE

2 GETTING STARTED Following the completion of an Employee Engagement Survey, the results are analyzed and a scorecard is created for each work team. Scorecards act as a discussion starter for team action planning conversations and help teams quantify change in engagement over time. Productive dialogue between managers and their team members is intended to help improve trust, safety, productivity, and customer relationships. The Employee Engagement Survey consists of twenty two survey items that are grouped into six categories. These categories make up Evolve s Employee Commitment Index TM : My Job My Manager My Team My Growth My Customers My Company TYPES OF SCORECARDS The bottom of the scorecard includes specific information related to the type of scorecard you received and the number of respondents. The type of scorecard is based on the number of people on your team that responded to the survey. The scorecard type is listed after your name in the blue bar at the bottom of the page. The three types of scorecards are: Team Scorecard If 4 or more direct reports responded to the survey you will receive a team scorecard. Rollup Scorecard If less than 4 direct reports responded to the survey and some or all of them are managers you will receive a rollup scorecard. This includes everyone that reports to you or reports to someone who reports to you. Manager s Rollup If your team and rollup is less than four respondents, you will receive your manager s rollup scorecard which includes everyone that reports directly or indirectly to your manager. 2 Evolve Performance Group. All rights reserved.

SCORECARD DATA The Employee Engagement Scorecard includes your overall engagement score and specific information related to each survey item.

3 SCORECARD DATA The Employee Engagement Scorecard includes your overall engagement score and specific information related to each survey item. This information will help you identify areas of opportunity and areas of strength within your work team. Survey items are separated into six categories and are listed on the 1st and 2nd pages of the scorecard. If your organization selected additional survey items, they will appear at the bottom of the 2nd page. Managers with ten or more respondents will see an additional breakdown - the % of respondents who gave 1 s (Strongly Disagree), 2 s, 3 s, and 4 s. A minimum of ten responses is necessary to receive this breakdown in order to protect the confidentiality of respondents. OVERALL ENGAGEMENT The Overall Engagement section, located in blue at the top of the scorecard, averages your scores for the four manager driven engagement categories: My Job, My Manager, My Team, and My Growth. The following information is included in this section: Score: Current average of survey items in the My Job, My Manager, My Team, and My Growth categories (includes at least 4 responses) Past: Overall engagement score from previous survey (if available) Trend: Identifies an upward or downward trend in your overall engagement score from the previous survey (if available) Database %: This bar represents where your overall engagement score falls in comparison to other teams in Evolve s database. The number listed to the right of the bar is the percent of scores that your score is higher than. The color of the bar also represents this data as follows: Red represents the bottom half of all people surveyed or the 50th percentile Yellow represents the middle 51% to 74% of all people surveyed or teams in the 51st to 74th percentile Green represents the top 25% of teams surveyed or the 75th percentile and above Evolve Performance Group. All rights reserved. 3

4 LESS THAN 10 RESPONDENTS If your scorecard represents less than ten respondents, the following data will be shown: Full Item: Text of the survey item that was responded to %5s: Percentage of individuals who responded to the item with a 5 (Strongly Agree) Score: Current average score for the survey item (includes at least 4 responses) Past: Score from previous survey (if available) Trend: Identifies an upward or downward trend in your team s score from the previous survey (if available) Database %: This bar represents where your score falls in comparison to other teams in Evolve s database.* The number listed to the right of the bar is the percent of scores that your score is higher than. The color of the bar also represents this data as follows: Red represents the bottom half of all people surveyed or the 50th percentile Yellow represents the middle 51% to 74% of all people surveyed or teams in the 51st to 74th percentile Green represents the top 25% of teams surveyed or the 75th percentile and above 10 OR MORE RESPONDENTS If your scorecard represents ten or more respondents, the following data will be shown: Full Item: Text of the survey item that was responded to %1s-4s and %5s: Responses to this item are shown as percentages. Percentages of 1 s (Strongly Disagree), 2 s, 3 s, and 4 s are shown in the first data column ordered from 1 s on top to 4 s on the bottom. The percentage of responses with a score of 5 (Strongly Agree) are shown in larger text in the second data column Score: Current average score for the survey item (includes at least 4 responses) Past: Score from previous survey (if available) Trend: Identifies an upward or downward trend in your team s score from the previous survey Database %: This bar represents where your score falls in comparison to other teams in Evolve s database.* The number listed to the right of the bar is the percent of scores that your score is higher than. The color of the bar also represents this data as follows: Red represents the bottom half of all people surveyed or the 50th percentile Yellow represents the middle 51% to 74% of all people surveyed or teams in the 51st to 74th percentile Green represents the top 25% of teams surveyed or the 75th percentile and above * If a - appears in the Database % section, there is insufficient data to compare that survey item against our database. 4 Evolve Performance Group. All rights reserved.

5 EMPLOYEE COMMITMENT INDEX TM There are 22 critical elements that drive engagement which, in turn, drive performance. These elements are grouped into six categories which make up Evolve s Employee Commitment Index. As a manager, you have a direct impact on four of these categories: My Job, My Manager, My Team and My Growth. And an indirect impact on the remaining two, My Company and My Customers. Read the descriptions below to learn more about each of these categories. MY JOB The My Job category measures the most basic needs of a work environment. Do you know what to do and when to do it? Do you have all of the equipment and information needed to successfully do your job? Studies show that employees with high scores in the My Job category tend to be more productive, safer, stay with the organization longer, and contribute more innovation to the workplace than employees with low scores on these items. MY MANAGER Items in the My Manager category measure the employee s perception of their manager as well as the way they feel their own contributions are reflected back to them. While it is up to the individual employee to contribute to the team, the culture, and the bottom line of the organization, it is the manager who is most directly responsible for facilitating this contribution. MY TEAM Employee Engagement is about how each team works together to improve the performance of a company. The My Team category items provide insight into how your employees work with each other. The dynamics of openness, appreciation, trust, and care for the individual are important components of the overall engagement picture. MY GROWTH Truly engaged individuals feel a progression at work. They compare where they are today to where they were yesterday. They want to know what the future holds and how they fit into the overall picture of the organization as it grows and changes. The My Growth category is important because it will identify whether your employees see a future with your company. These scores play a huge role in engagement and will help you predict turnover. MY CUSTOMERS The My Customers category measures an employee s perception of how people within a company view the company s orientation towards its customers. When these perceptions are compared to client engagement data, gaps can be found, identified, and rectified. MY COMPANY Each manager acts as a window to the broader organization for his/her team. Managers and supervisors are responsible for sharing information about upcoming changes, acting as a champion for team and individual efforts, successes, and consistently displaying the values of the organization. Examining the view of the whole organization next to the view of the parts is important to understanding where there are great successes and where changes could be made to enhance overall satisfaction. Evolve Performance Group. All rights reserved. 5

ACTION PLANNING RECOMMENDATIONS The Action Planning Recommendations section of the scorecard includes two items that were selected by Evolve Performance Group based on the comparison between your

These recommendations are intended to act as a starting point for your Action Planning efforts - they are not mandatory areas to focus on (see example below).

6 ACTION PLANNING RECOMMENDATIONS The Action Planning Recommendations section of the scorecard includes two items that were selected by Evolve Performance Group based on the comparison between your current score for the item and the Evolve Database. These recommendations are intended to act as a starting point for your Action Planning efforts - they are not mandatory areas to focus on (see example below). The Action Planning Recommendations section include the following information: Item results Workplace issues to consider Questions for the manager to ask his/her team The information included in the workplace issues and questions areas can also be found in the Coaching Tips & Hot Spots guide. This guide is available for download on the Resources page in your organization s Engagement Portal and includes coaching tips and recommendations around each of the twenty two items in the Employee Commitment Index TM. 6 Evolve Performance Group. All rights reserved.

The top leaders in business today are sending a collective message to employees, customers, and shareholders: Yesterday s competitive advantages have become today s ticket to entry.

7 The top leaders in business today are sending a collective message to employees, customers, and shareholders: Yesterday s competitive advantages have become today s ticket to entry. Processes and procedures that once made companies significantly more efficient can now be easily replicated. Today s competitive advantages are created and sustained by understanding the strength of relationships between companies and their employees, and employees and their customers, then translating that understanding into front-line actions that drive results. Today s business environment is rapidly changing. We hope you ll join the wave of professionals who are determined to not let their companies become extinct. Are you ready to evolve? Performance Group For more information contact Evolve Performance Group 3091 University Dr. East Unit 210 Bryan, TX (979) info@evolvepg.com

CONTRACTING FOR PERFORMANCE

CONTRACTING FOR PERFORMANCE Employee Name: Manager Name: Performance Group Date: PERFORMANCE DEVELOPMENT CONTRACTING FOR PERFORMANCE This guide is designed to help managers conduct coaching discussions