The Real Value of Employee Engagement Surveys

1. The Real Value ($) in Employee Engagement Surveys Organizational Excellence Group UT – Austin Noel Landuyt, PhD

2. About Us Organizational Excellence Group • Group of researchers, consultants, data management and organizational specialist at the Univ. of Tx at Austin • Working with Government, Industry, and non-profit sector for over 40 years. Dr. Noel Landuyt • Actively work with state and local governmental entities in across all sectors. • Teach and consult in areas of non-profit management, human resources, organizational theory, and survey research.

3. 3 Key Engagement Strategies

4. What is Engagement?

5. Why Employee Engagement? Industry Standard Service Standard

6. Financial Reasons Why? LOWEngagement Costs

7. How Do We Know This? Customer Public Service Value Chain Employees Leadership Organization

8. Where Did it Come From? Profit & Growth Loyalty Service Value Chain Value People

9. Public Service Value Chain Benefits { Customer Clarity of Mission/Purpose Stronger Leadership Retention of Key Personnel Organizational Wide Focus Employees Leadership Organization

10. Public Service Value Chain Benefits { Customer Clarity of Mission/Purpose Higher Rates of Satisfaction Retention/Effectiveness Better Customer Service Employees Leadership Organization

11. Public Service Value Chain Benefits { Customer Public Confidence Trust Fewer Complaints No Negative Story Employees Leadership Organization

12. Employee Engagement Customer Employees Leadership Organization

13. Why This Area? { Customer Retention Absenteeism Performance Linkage Customer Linkage Employees Leadership Organization

14. What We Measured

15. What We Look At

16. Case Study • Profile • Governmental Organization • Approximately 1000 FTE • Coordinating and Regulatory • Highly Educated Workforce

17. Case Study Con’t • Utilization of Sick Leave • Turnover • Survey of Organizational Excellence Items 1 2 3 4 5 Strongly Disagree Neutral Agree StronglyDisagree Agree Divided into 2 Groups

18. Findings: Pride In Work No Real Difference (5 hours)

19. Findings: Benefits No Real Difference (5 hours)

20. Findings: Supervision Difference of 22 hours

21. Findings: Organizational Mission Difference of 24 hours

22. Findings: Pay Difference of 24 hours

23. Findings: Job Satisfaction Difference of 28 hours

24. Findings: Valued Employee Difference of 34 hours (approaching a work week)

25. Findings: Ethical Behavior Difference of 34 hours (approaching a work week)

26. Findings: Harassment Difference of 51 hours

27. What’s that Cost? • Average Salary $52,000 ($25/hour) Harassment 51hrs * $25/hr * 30 employees= -$38,250 Supervisor 22hrs * $25/hr *140 employees = -$77,000

28. Findings: Turnover Difference of 50 hours

29. All the Cost • Calculated Cost • Turnover Cost • Lost Productivity cost • Cost to the workgroup • Cost to the customer • Attitudinal cost

30. Making It Real Soft Measures to Hard Numbers Data Matters Engagement Matters

31. Customer Employees Leadership Organization

32. Thank You! Organizational Excellence Group The University of Texas at Austin Noel Landuyt nlanduyt@mail.utexas.edu