EMPLOYEE ENGAGEMENT MANAGEMENT INVENTORY

Transcription

1 Assessments EMPLOYEE ENGAGEMENT MANAGEMENT INVENTORY Individual Feedback Report PREPARED FOR JONATHAN M. DOE DECEMBER 30, 2011 ABC ORGANIZATION

2 CONTENTS Introduction page 1 Results Summary Three Signs Model page 2 Results Summary Scores page 3 Results Summary Bar Graphs page 4 Anonymity page 5 Irrelevance page 7 Immeasurement page 9 Areas of Greatest Consistency page 11 Areas of Greatest Opportunity page 12 Item Rankings page 13

3 Introduction The Employee Engagement Management Inventory (EEMI) is designed to measure how you and your direct reports perceive your behaviors related to the three components of the Three Signs of a Miserable Job model: anonymity, irrelevance, and immeasurement. ANONYMITY Anonymity refers to the feeling that people get when they feel unknown or invisible at work. All human beings need to be understood and appreciated by someone in a position of authority for their unique qualities. IRRELEVANCE Irrelevance is the sense that the work that people are doing has no real impact on the lives of others, and that if they didn t show up for work, or do their job well, it wouldn t really matter to anyone. IMMEASUREMENT Immeasurement is the inability of an employee to assess his or her own level of contribution and success. Essentially, it is a feeling of ambiguity about one s own performance. This report will provide you with information that will allow you to understand your behaviors related to each of these three factors. Summary data will be presented in a number of ways, followed by factor specific results. Next, the areas of greatest consistency and greatest opportunity will highlight those items for which you and your direct reports scores were closest together (indicating agreement) and farthest apart (indicating different perceptions). Finally, an item-by-item ranking illustrates how often you engage in each behavior, from those you use most frequently to those you use least frequently, as perceived by your direct reports. ASSESSMENT FEEDBACK 1

4 Results Summary Three Signs Model Utilizing the Three Signs of a Miserable Job model, this page shows how your direct reports as a group rated you on each of the three factors. The numbers in the diagram represent the average scores from your direct reports. SCORING RANGES LOW = MEDIUM = HIGH = Irrelevance Immeasurement 47.4 Anonymity ASSESSMENT FEEDBACK 2

5 Results Summary Scores This page summarizes your EEMI scores for each factor. The Self column shows the total of your responses to the 12 items associated with each factor. The Avg column shows the averages of all your direct reports ratings. The Direct Reports columns show the total of each direct report s rating. Scores can range from 12 to 72. SELF AVG. DIRECT REPORTS D1 D2 D3 D4 D5 ANONYMITY IRRELEVANCE IMMEASUREMENT ASSESSMENT FEEDBACK 3

6 Results Summary Bar Graphs These bar graphs, one set for each factor, provide a graphic representation of the numerical data recorded on the Results Summary Scores page. For each factor, the total Self score and the average total score for your direct reports is shown. Scores can range from 12 to 72. ANONYMITY SELF 66 DR AVG IRRELEVANCE 7 DR AVG IMMEASUREMENT 6 DR AVG ASSESSMENT FEEDBACK 4

7 Anonymity This graph lists each of the 12 items associated with the anonymity factor and, for each, your score and your direct reports average score. Scores for each item will range from 1 to I regularly offer career path guidance. SELF 6 DR AVG When something particularly exciting happens during their weekend or after hours, my employees know they can share the news with me. DR AVG I am comfortable talking about my family and friends in front my employees. DR AVG My employees and I talk about their career aspirations. SELF 6 DR AVG I am comfortable asking my employees about their interests and hobbies outside of work. DR AVG I take an active interest in my employees career progression and overall professional development. DR AVG. 3.6 NEVER RARELY SOMETIMES USUALLY VERY FREQUENTLY ALWAYS ASSESSMENT FEEDBACK 5

8 Anonymity (continued) 16. When they need to, my employees are able to talk with me about family issues they are dealing with. DR AVG I regularly check in with my employees on their professional development. SELF 6 DR AVG When appropriate, I ask my employees about their lives outside of work. SELF 6 DR AVG I am aware of my employees background and work history. DR AVG I create an environment where my employees are comfortable talking about family or friends. SELF 6 DR AVG I make time for small talk. SELF 6 DR AVG. 3.8 NEVER RARELY SOMETIMES USUALLY VERY FREQUENTLY ALWAYS ASSESSMENT FEEDBACK 6

9 Irrelevance This graph lists each of the 12 items associated with the irrelevance factor and, for each, your score and your direct reports average score. Scores for each item will range from 1 to If my employees did their work poorly they know how it would affect another person or group of people/others. DR AVG I help my employees understand how they can better serve the organization. DR AVG My employees understand how their jobs make a difference in the lives of others. DR AVG I help build confidence in my employees by communicating how their work matters. DR AVG My employees understand how achievement of their individual goals impacts others. DR AVG I frequently remind my employees of the positive impact of their work. DR AVG. 4.2 NEVER RARELY SOMETIMES USUALLY VERY FREQUENTLY ALWAYS ASSESSMENT FEEDBACK 7

10 Irrelevance (continued) 21. I consistently convey to my employees the importance of their work. DR AVG My employees are consistently recognized for their accomplishments. DR AVG I inspire my employees to work hard for the people they serve. SELF 6 DR AVG My employees can explain the impact their work has on others. DR AVG I recognize my employees for their accomplishments. DR AVG I regularly explain to my employees how their jobs impact the lives of others. SELF 6 DR AVG. 4.2 NEVER RARELY SOMETIMES USUALLY VERY FREQUENTLY ALWAYS ASSESSMENT FEEDBACK 8

11 Immeasurement This graph lists each of the 12 items associated with the irrelevance factor and, for each, your score and your direct reports average score. Scores for each item will range from 1 to My employees understand how their daily work helps accomplish the organization s goals. DR AVG My employees have a clear and meaningful way to measure their success. SELF 3 DR AVG I provide encouragement for my employees to do their best work. DR AVG I provide encouragement to my employees as they work to achieve their goals. DR AVG I provide a clear, meaningful way to measure my employees success. SELF 3 DR AVG At the end of each day my employees can say they have made a difference. DR AVG. 4.2 NEVER RARELY SOMETIMES USUALLY VERY FREQUENTLY ALWAYS ASSESSMENT FEEDBACK 9

12 Immeasurement (continued) 19. I give consistent encouragement to my employees to do their best work. DR AVG My employees can easily assess their own level of contribution and success. DR AVG My employees have intrinsic clarity around their performance. DR AVG My employees know how to measure their success in their jobs. SELF 3 DR AVG I provide regular feedback to my employees about the effectiveness of their work. SELF 3 DR AVG I show my employees how their daily work helps accomplish the organization s goals. DR AVG. 3.4 NEVER RARELY SOMETIMES USUALLY VERY FREQUENTLY ALWAYS ASSESSMENT FEEDBACK 10

13 Areas of Greatest Consistency This page lists the five items on which your and your direct reports scores are closest together (areas of greatest consistency). The five items on which your and your direct reports scores are farthest apart (areas of greatest opportunity) are listed on the next page. Duplicate gaps may result in there being more than five items in a list. This information can be used as the basis of a discussion or reflection about similarities and differences in how you perceive yourself relative to how your direct reports perceive you. AREAS OF GREATEST CONSISTENCY FACTOR SELF DR AVG. GAP 4. My employees understand how their daily work helps accomplish the organization s goals. 13. I provide encouragement to my employees as they work to achieve their goals. 18. At the end of each day my employees can say they have made a difference. 19. I give consistent encouragement to my employees to do their best work. 28. I am aware of my employees background and work history. 33. I provide regular feedback to my employees about the effectiveness of their work. IMMEASUREMENT IMMEASUREMENT IMMEASUREMENT IMMEASUREMENT ANONYMITY IMMEASUREMENT ASSESSMENT FEEDBACK 11

14 Areas of Greatest Opportunity AREAS OF GREATEST OPPORTUNITY FACTOR SELF DR AVG. GAP 24. I inspire my employees to work hard for the people they serve. 26. I regularly check in with my employees on their professional development. IRRELEVANCE ANONYMITY I make time for small talk. ANONYMITY I regularly offer career path guidance. 27. When appropriate, I ask my employees about their lives outside of work. ANONYMITY ANONYMITY ASSESSMENT FEEDBACK 12

15 Item Ranking This page shows the ranking, from most frequent to least frequent, of all 36 statements based on the average direct reports score. A heavy horizontal line separates the 10 least frequent behaviors from the others. FACTOR SELF DR AVG. 9. I help my employees understand how they can better serve the organization. 28. I am aware of my employees background and work history. 1. If my employees did their work poorly they know how it would affect another person or group of people/others. 10. My employees understand how their jobs make a difference in the lives of others. 17. My employees understand how achievement of their individual goals impacts others. 12. I help build confidence in my employees by communicating how their work matters. 3. When something particularly exciting happens during their weekend or after hours, my employees know they can share the news with me. 8. My employees and I talk about their career aspirations. 18. At the end of each day my employees can say they have made a difference. 19. I give consistent encouragement to my employees to do their best work. 20. I frequently remind my employees of the positive impact of their work. IRRELEVANCE ANONYMITY IRRELEVANCE IRRELEVANCE IRRELEVANCE IRRELEVANCE ANONYMITY ANONYMITY IMMEASUREMENT IMMEASUREMENT IRRELEVANCE ASSESSMENT FEEDBACK 13

16 Item Ranking (continued) FACTOR SELF DR AVG. 21. I consistently convey to my employees the importance of their work. 32. I create an environment where my employees are comfortable talking about family or friends. 34. I regularly explain to my employees how their jobs impact the lives of others. IRRELEVANCE ANONYMITY IRRELEVANCE I regularly offer career path guidance. ANONYMITY My employees understand how their daily work helps accomplish the organization s goals. 5. My employees have a clear and meaningful way to measure their success. 7. I am comfortable talking about my family and friends in front my employees. 11. I am comfortable asking my employees about their interests and hobbies outside of work. 27. When appropriate, I ask my employees about their lives outside of work. 13. I provide encouragement to my employees as they work to achieve their goals. 14. I provide a clear, meaningful way to measure my employees success. 29. My employees can explain the impact their work has on others. 30. My employees know how to measure their success in their jobs. IMMEASUREMENT 4 4 IMMEASUREMENT 3 4 ANONYMITY 5 4 ANONYMITY 5 4 ANONYMITY 6 4 IMMEASUREMENT IMMEASUREMENT IRRELEVANCE IRRELEVANCE ASSESSMENT FEEDBACK 14

17 Item Ranking (continued) FACTOR SELF DR AVG. 31. I recognize my employees for their accomplishments. IRRELEVANCE I make time for small talk. ANONYMITY I take an active interest in my employees career progression and overall professional development. 22. My employees are consistently recognized for their accomplishments. 6. I provide encouragement for my employees to do their best work. 16. When they need to, my employees are able to talk with me about family issues they are dealing with. 23. My employees can easily assess their own level of contribution and success. 36. I show my employees how their daily work helps accomplish the organization s goals. 25. My employees have intrinsic clarity around their performance. 26. I regularly check in with my employees on their professional development. 33. I provide regular feedback to my employees about the effectiveness of their work. 24. I inspire my employees to work hard for the people they serve. ANONYMITY IRRELEVANCE IMMEASUREMENT ANONYMITY IMMEASUREMENT IMMEASUREMENT IMMEASUREMENT ANONYMITY IMMEASUREMENT IRRELEVANCE 6 3 ASSESSMENT FEEDBACK 15