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Demo Inc Survey Results

Demo Inc Survey Results. Overview of Findings The ODD Consulting Company Ltd. Survey Overview. Summary. High response rate of employees (94%) indicates a strong interest of employees in sharing their views and wanting to see improvements

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Demo Inc Survey Results

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  1. Demo Inc Survey Results Overview of Findings The ODD Consulting Company Ltd.

  2. Survey Overview

  3. Summary • High response rate of employees (94%) indicates a strong interest of employees in sharing their views and wanting to see improvements • A high level of consensus in answering the survey is positive as it indicates staff across Demo Inc view the company in a similar way

  4. The ODP Survey Model Six Common Factors to all Organisations

  5. Total Organisation Survey Profile

  6. Total Organisation Block Analysis

  7. Total Organisation Spread Analysis

  8. Total Organisation Percentage Analysis

  9. Norm Data

  10. Top 10 Statements

  11. Bottom 10 Statements

  12. X-tra StatementDealing with Inter-Unit Relationships

  13. Statement Frequencies

  14. Work Area Block Comparison

  15. Position LevelOverlay Comparison

  16. Time in OrganisationOverlay Comparison

  17. Goals • Employees do not believe that goals are clear and perceive poor linkage to the overall aims • Only 40% agree or strongly agree that they understand the organisation’s mission • Employees do not believe that there is a common understanding of the mission, or that the organisation pulls together • On the positive side, employees do believe in the organisation and its products

  18. GoalsCriterion - Clarity

  19. GoalsCriterion - Agreement

  20. GoalsCriterion - Fit

  21. Structure • People perceive that the structure of Demo Inc is hierarchical, though there is some evidence of team working • In many cases specialists work together and over 40% believe they report to more than 1 manager • The functional nature of the organisation contradicts the impact of having departmental goals dominate

  22. StructureCriterion - Functional

  23. Relationships • Relationships between people who need to work together are not good in Demo Inc. • People do not believe their personal sense of value is reinforced • Inter-unit relationships are perceived as poor, with little evidence of mechanisms to deal with inter-departmental conflict, making collaboration difficult • Training and tools are not seen as adequately supporting performance

  24. RelationshipsCriterion - Interpersonal

  25. Climate • Climate is suffering with levels of morale and motivation falling to dangerously low levels • Only 53% of employees agree or strongly agree that they get a sense of personal accomplishment from their work or that their immediate future lies with the organisation • Performance standards are seen as inconsistent • Terms and conditions are generally seen as fair

  26. ClimateCriterion - Morale

  27. ClimateCriterion - Punishment

  28. Leadership • Managers are not perceived as setting and amending goals or managing conflict • While many perceive that managers encourage new ways of working, less than a third agree or strongly agree that managers are aware of the core problems • Only 11% agree or strongly agree that managers and employees have the same view of the organisation

  29. LeadershipCriterion - Goals

  30. LeadershipCriterion - Conflict

  31. Process • Because of these findings, processes that integrate and monitor are not perceived in a positive light • Many do not see meetings as productive • Processes are not seen as efficient or easy to change • People do believe that they find solutions to challenging problems and that new technology is seen as important in improving effectiveness

  32. ProcessCriterion - Monitoring

  33. Summary of Findings • Employees perceive that there are unclear goals, with poor linkage to overall aims resulting in differing priorities and perceptions of what is important • Inter-unit relationships are suffering, primarily because of the issues with goals • Conflict is increasing making collaborative effort more difficult • The situation is compounded due to the functional nature of the organisation and the failure of leadership to manage conflict effectively

  34. Summary of Findings cont.. • Climate is suffering with levels of morale and motivation falling to low levels • There are indications of high turnover • Leadership is not performing in the critical areas of goal setting and managing conflict • Because of these findings processes that integrate and monitor are not perceived in a positive light

  35. Recommendations • Implement a clear set of corporate goals and cascade down through department, team and individual level • Introduce an effective performance management system clearly linked to the corporate goals • Relentlessly communicate the goals and action taken • Note: • Achievement of these actions requires behavioural changes of leadership • Only after these steps have been taken should Demo Inc move to address other issues identified

  36. Affecting ChangeExpected Results if Action Taken • Leadership will be seen to provide clarity and direction • Leaders will be perceived to be listening • Leaders will become a united team • Leadership decisions will gain more support • Relationships will improve • Climate will improve

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