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Pario Innovations LtdRegistered Office:133 Sirdar RoadLondon N22 6QS Email [email protected]
Employee Engagement:Commitment & Motivation Profiling
Executive Guide
Identifying the factors that contribute tohigh performance at work
Commitment & Motivation Profiling
Companies who scored highly on theirability to manage talent earned, onaverage, a 22% higher return toshareholders than their industry peers.Companies that scored low on talentmanagement earned no more than theirpeers did.” (Watson Wyatt)
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Research shows that many organizations fail to retaintalented staff - and fail to maximize performance -because of weaknesses in the way employees aremanaged.* However, it is now possible to runscientifically designed surveys that provide objectivedata on employee motivation and commitment,clarifying the key factors e.g. Role Clarity, MeaningfulWork, scope for Discretion (Autonomy), which shape theCulture. Commitment & Motivation Profiling (CMP)identifies the aspects of Management Behaviour andCulture contributing to high performance, identifyingstrengths and weaknesses across the business.
Pario Innovations offer a tailored, online Commitment &Motivation Profiling Questionnaire (CMPQ), plus optionalprinted questionnaires. (Responses can be combinedwith the online data). In addition to the core questions,the CMPQ gives employees an opportunity to providewritten comment on key issues. These usually focus onwhat they like about the organization, what they dislike,and what they would most like to see changed.
The CMPQ includes validated questions linked to SuccessFactors, plus optional tailored questions, to assessperformance related issues and happiness at work. TheCMPQ is a diagnostic tool. An in-depth report enablesfollow-up interventions, e.g. management training, tobe focused to best effect and maximize ROI. When welook more closely at the figures, the business case forCommitment and Motivation Profiling becomes clear:
18% of variations in productivity and 19% in profitabilitycould be attributed to people management. Peoplemanagement was a better predictor of companyperformance than strategy, technology or R&D
(Sheffield Institute of Work Psychology, UK)
Identifying Success Factors
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Motivation is not the same asCommitment. They are shapedby separate processes.
When we review the level of Commitment inorganizations, it is possible to identify four Levels ofConnection. There will always be a percentage ofemployees who are Disaffected and only stay with thebusiness because they do not have a good alternative.They have little interest in the longer term progress ofthe company and at worst may seek to damage itsreputation or sabotage its activities.
At the next level we have employees who are Satisfiedand may enjoy working for the organization, but there isno guarantee that they will be high performers. Theycan be contrasted with people who are Motivated andwilling to show discretionary effort, putting in extraeffort to overcome problems. However, they could alsobe somewhat Disaffected. Finally, we have those whoare fully Engaged, with an emotional commitment to thebusiness. These employees identify with theorganization goals and values and would be sad to leave.
High Performance at Work
A recent CMP Survey, conducted by Pario Innovations,revealed that 83% of staff in a Client Organization wereMotivated, but only 67% indicated that they wereEngaged. Almost 22% were Disaffected (and open tooffers from competitors).
To understand the issues, the survey also identified thefactors that directly influenced these Outcomes. TheCMPQ examined the extent to which employeesexperienced Work Pressure, their sense of doingMeaningful Work, the Quality of Relationships withothers, and key aspects of the Culture. (See next page).
Four Levels of Connection
Aviva Insurance, one of the world’slargest insurance companies, report thatthey reduced turnover as a result ofbuilding on people’s underlying strengthsand increasing employee engagement.
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On average, less than 40% of employees believe thatemployers deserve their loyalty and the trend is worsening
Hudson Institute
Engaged employees deliver 4 times more value to theorganisation than non-engaged (disaffected) employees
Mercer Delta Study
Disengaged employees take an average of 11 days moresick absence per annum
TNS Study 2005
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Identifying the IssuesReviewing the Results
Each of the key factors covered by the CMPQ is analysedto clarify the percentage of employees who agree ordisagree with the statements linked to that factor:
The in-depth analysis is used on all the statements. Inthe study mentioned previously, 89% of staff felt theirwork contributed to performance. (This question islinked to the scale: “Meaningful Work”).
Looking at the Evidence
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Preparing for the FutureProfiling Strengths & Weaknesses
The CMPQ Report includes an Executive Summary with a ‘Traffic Light’Summary of both Strengths and Weaknesses. The following tables, linked to arecent study, provide examples of the top two issues in each area.
Strengths
Weaknesses
The recent CMPQ Sample Survey highlighted the needto equip managers with additional skills to strengthenemployee motivation and develop a stronger sense ofinvolvement (and sense of shared purpose).
Other issues requiring the attention of Senior Managementincluded the perception that rewards were not fairlydistributed, a lack of autonomy and discretion, andissues relating to reward and recognition. Over time, itis possible to identify any deterioration (or improvement)in CMPQ scores. The model is internally referenced tosupport comparison across departments and work groups.
Contact Pario Innovations to discuss how your business canimprove Strategic HR Management and strengthenAlignment through the use of advanced Commitment andMotivation Profiling. This is a research-based approachthat can help make a real difference to performance andproductivity.
CMPQ: Report Recommendations
Com
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Mot
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Prof
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Click for a Sample Report
http://www.pario-innovations.com/sample_employee_engagement_survey_2013.pdf
The CMPQ can be runwith groups of 30+employees, enablingdiagnostic assessment ofkey issues within teamsor Business Units.
Pario deliver advanced Employee Engagement Surveys,360 Degree Feedback and other online resources.
Email [email protected]
http://www.Employee-Engagement-Profiling.com
Registered Office:
133 Sirdar RoadLondon N22 6QS
