McLean & Company 1
Bringing Best Practices, Engagement Programs, and
Outstanding Results to HR Departments
McLean & Company 2
Table of Contents
• McLean & Company Engagement Program Methodology
• Spinal Injuries Association's Results:◦Survey Participation
◦Engagement Levels
◦Engagement Drivers
◦Segmented Results
• Spinal Injuries Association's Action Plan
• Q&A Discussion
• Appendix: Statistical Analysis
McLean & Company 3
McLean & Company’s Engagement Program Methodology
McLean & Company 4
Engaged employees perform at a higher level than employees who are merely satisfied
Satisfied employees feel comfortable, and are generally
happy that their needs are being met.
Engaged employees feel energized, passionate, dedicated
and are highly involved with their work and the company.
Characteristics: Characteristics:
Minimum requirements met
Rarely help others for the better of the organization
Generally keep to themselves
Committed to the degree that needs are met
Stay at the organization because of what they get
from it.
Consistently exceed requirements
Highly involved and always help others
Recommend improvement opportunities
Have a sense of purpose and pride in their work
Stay at the organization for what they give to it.
Optimal
Performance
Average
Performance
“Employee engagement” is “job satisfaction” 2.0. A satisfied employee comes to work content
each day. An engaged employee is emotionally connected to their work and organization and exert
discretionary effort for the betterment of the company.
Employee engagement is the degree to which an employee is emotionally connected and committed to their organization and their role, exerting
discretionary effort for the betterment of the organization.
- McLean & Company
“ ”
McLean & Company 5
McLean & Company’s Engagement Program Methodology
Personal Disposition
Emotional Outlook Natural Tendencies State of Mind
Compensation Working Conditions Benefits
Retention Drivers
Engagement Drivers
Employee Empowerment
Development
Rewards & Recognition
Co-worker Relationships
Manager Relationship
Culture
Customer Focus
Company Potential
Department Relationships
Senior Mgmt Relationship
Job
Engagement
Organizational
Engagement
Overall Engagement
Manager
Trust
Senior
Mgmt Trust
McLean & Company 6
Employees can fall into one of four categories when it comes to their engagement level
4 Levels of Engagement
Engaged
Almost
Engaged
Indifferent
Disengaged
• Sense of ownership, passion, purpose and pride in the organization.
• Energized, enthusiastic and self-motivated.
• Considers the organization’s objectives over or equally to their own.
• Generates ideas and exerts discretionary effort to better the company.
• Leads and participates in organization and team events.
• Volunteers to take on extra tasks.
• Feels a sense of satisfaction and commitment to the organization.
• At times, motivated to go the extra mile.
• Considers the organization’s objectives and their own objectives equally.
• Participates in organization and team events.
• Sometimes volunteers to take on extra tasks.
• Does not feel a sense of purpose or pride in their work – it’s “just a job.”
• Puts in sufficient time to meet minimum requirements.
• Typically considers their own objectives and interests before the organization’s.
• Apathetic to work-related issues or events.
• Typically does not volunteer to take on extra tasks.
• Has little care for their job or organization. May not openly show dissatisfaction,
but their attitude is negative, affecting their work and peers.
• Does not meet requirements. Puts in time, but not effort.
• Disinterested in organizational objectives. Is focused on personal gains.
• Does not participate in organization or team events.
• Appears “checked out.” Complains about their role, the organization, their
manager and peers.
McLean & Company 7
Interpreting the Results
1 2 3 4 5 6
• McLean & Company has standardized on a 6-point scale for data collection.
• Respondents indicate their level of agreement to a statement by selecting one of six points on the scale.
• The 6-point scale forces respondents to make an opinion and answer on one side of the scale or the
other.
• Most importantly, it gives us the richness of data required to calculate the importance of each engagement
driver.
• We display your results in terms of top box (% of respondents who agree with the statement) and average
score out of 6.
Example Statement:
1= Strongly
Disagree
6= Strongly
Agree
Bottom Box Top Box
Answer:
> 60% -- High performing area
40%-60% -- Moderate concern
< 40% -- Serious concern
• Results are then colored accordingly based on their top box scores:
McLean & Company 8
Spinal Injuries Association’s Results: Survey Participation
McLean & Company 9
Survey Participation
Employees Responses Response Rate 805 397 49%
Client Services 5%
Community Relations 1%
Corporate Services 2%
Employment Options 0%
Executive 1%
Finance 1%
Fundraising 0%
Fundraising and Communications 1%
Human Resources 1%
IT&T 1%
Peer Support Program 0%
PSP 84%
Risk Management and QA 0%
Spinal Education Awareness Team 1%
Townsville 2%
Department
Younger than 25
5%
25 to 3418%
35 to 4423%
45 to 5436%
Older than 54
18%
Age
Female91%
Male9%
Gender
McLean & Company 10
Survey Participation -- Continued
Off-site74%
On-site26%
Site
Hourly75%
Salary25%
Pay
Brisbane86%
Townsville14%
Location
CASUAL75%
FULLTIME19%
PARTTIME6%
Work
McLean & Company 11
Survey Participation -- Continued
No27%
Yes73%
PSWLess
than 3
months
0%
3 to 6 months0%
6 months to 1 year
17%
1 to 3 years38%
3 to 5 years21%
5 to 10 years
15%
10 to 20
years
8%
20+ years1%
Service
McLean & Company 12
Spinal Injuries Association’s Results: Engagement Level
McLean & Company 13
Sample: High Level Summary of Key Findings
Engagement
Results
• 23% of employees are engaged, which is below average.
• Employees in the PSP department were least engaged and those in
Townsville were most engaged.
• Employees under 25 are significantly more disengaged than older age
groups.
• Off-site employees are much more disengaged than those working on-site.
Driver Results • Working Conditions is the highest scoring driver and Benefits is the lowest
scoring driver.
• The priority drivers for Spinal Injuries Association, which are those drivers
that scored relatively poorly but have a relatively high impact score, are
Customer Focus, Manager Relationships and Customer Potential.
• The two lowest scoring questions in the survey were:
-Our department is consulted when other departments make key
business decisions that affect us.
-We have many unique perks at the Association.
McLean & Company 14
39%
19%
18%
23%
Overall Engagement
28%
52%
21%
15%24%
17%
27%16%
Job Engagement Organization Engagement
Disengaged Indif ferent Almost Engaged Engaged
Ratio 0.6:1
Spinal Injuries Association's ratio of engaged to disengaged employees is 0.6:1
The benchmark ratio of engaged to disengaged is 1.3:1
The benchmark percent of engaged employees is 32%
23% of Spinal Injuries Association’s Employees are Engaged
n = 298
McLean & Company 15
39%
7%
14%
25%
45%
19%
40%
50%
14%
25%
18%
29%
18%
27%
25%
43%
25%
17%
29%
23%
27%
25%
29%
25%
21%
43%
0% 20% 40% 60% 80% 100%
Overall Engagement
Client Services
Community Relations
Corporate Services
Human Resources
PSP
Townsville
Disengaged Indif ferent Almost Engaged Engaged
Employees in the PSP department are
least engaged and those in Townsville are most engaged.
Engagement Results by Department
n = 320
There is a lot of opportunity in the Corporate Services department. A very high percentage of
employees are almost engaged.
McLean & Company 16
39%
69%
52%
37%
33%
34%
19%
8%
14%
17%
25%
17%
18%
16%
23%
15%
25%
23%
23%
18%
23%
26%
25%
0% 20% 40% 60% 80% 100%
Overall Engagement
Younger than 25
25 to 34
35 to 44
45 to 54
Older than 54
Disengaged Indif ferent Almost Engaged Engaged
Employees under 25 are significantly more disengaged than older
age groups.
Engagement Results by Age
n = 320
Age has some influence on
engagement levels.
There is little difference in
engagement levels between employees
older than 35. For the most part, the
older the employee age group, the lower the disengagement
levels.
McLean & Company 17
39%
40%
29%
19%
20%
14%
18%
18%
18%
23%
22%
39%
0% 20% 40% 60% 80% 100%
Overall Engagement
Female
Male
Disengaged Indif ferent Almost Engaged Engaged
Male employees are significantly more engaged compared
to their female coworkers.
Engagement Results by Gender
n = 319
McLean & Company 18
39%
44%
24%
39%
19%
19%
21%
11%
18%
17%
23%
22%
23%
21%
32%
28%
0% 20% 40% 60% 80% 100%
Overall Engagement
CASUAL
FULLTIME
PARTTIME
Disengaged Indif ferent Almost Engaged Engaged
Fulltime employees are more engaged than Part-time
employees ,who were more
engaged than Casual employees.
Engagement Results by Work
n = 320
McLean & Company 19
39%
45%
24%
19%
19%
19%
18%
15%
25%
23%
20%
31%
0% 20% 40% 60% 80% 100%
Overall Engagement
Off -site
On-site
Disengaged Indif ferent Almost Engaged Engaged
Engagement Results by Site
n = 320
Off-site employees are 21% more
disengaged than those working on-
site.
McLean & Company 20
39%
44%
28%
19%
19%
19%
18%
17%
23%
23%
21%
31%
0% 20% 40% 60% 80% 100%
Overall Engagement
Hourly
Salary
Disengaged Indif ferent Almost Engaged Engaged
Hourly employees are 16% more disengaged
compared to their salaried peers.
Engagement Results by Pay
n = 320
McLean & Company 21
39%
39%
19%
18%
29%
18%
18%
29%
23%
24%
43%
0% 20% 40% 60% 80% 100%
Overall Engagement
Brisbane
Townsville
Disengaged Indif ferent Almost Engaged Engaged
No employees indicated being disengaged in
Townsville. These employees are also 19% more engaged
than Brisbane, which is significant.
Engagement Results by Location
n = 320
McLean & Company 22
39%
26%
45%
19%
20%
19%
18%
24%
16%
23%
30%
21%
0% 20% 40% 60% 80% 100%
Overall Engagement
No
Yes
Disengaged Indif ferent Almost Engaged Engaged
PSWs are significantly more disengaged than
non-PSWs.
Engagement Results by PSW
n = 320
McLean & Company 23
39%
32%
47%
37%
37%
29%
33%
19%
30%
17%
15%
12%
29%
33%
18%
17%
14%
15%
37%
17%
23%
21%
22%
32%
14%
25%
33%
0% 20% 40% 60% 80% 100%
Overall Engagement
6 months to 1 year
1 to 3 years
3 to 5 years
5 to 10 years
10 to 20 years
20+ years
Disengaged Indif ferent Almost Engaged Engaged
Employees that have been with the
Association between 5-10 years are the
least engaged. However, there is a lot of opportunity
with this group, due to the high
percentage of employees who are
almost engaged.
Engagement Results by Service
n = 320
Employees with 1-3 years of service are most disengaged.
McLean & Company 24
Spinal Injuries Association’s Results: Engagement Drivers
McLean & Company 25
20%
21%
21%
26%
32%
26%
29%
59%
42%
49%
47%
55%
55%
45%
35%
61%
33%
38%
56%
55%
56%
35%
37%
56%
59%
61%
0% 20% 40% 60% 80% 100%
Benef its
Compensation
Working Conditions
Department Relationships
Senior Management Relationship
Customer Focus
Company Potential
Culture
Rewards and Recognition
Development
Manager Relationships
Employee Empowerment
Co-worker Relationships
<40%
40%-60%
>60%
Benchmark Score
High Level Driver Results
The largest gap between Spinal
Association’s score and the benchmark is Benefits, with a
25% gap. It is also the lowest
scoring driver .
n = 298
Working Conditions is the highest scoring
driver.
McLean & Company 26
Manager Relationships
Customer FocusCompany Potential
Employee Empowerment
Culture
Working Conditions
Development
Rewards and Recognition
Department Relationships
Senior Management Relationship
Compensation
BenefitsCo-worker
Relationships
Improve
Evaluate
Leverage
Maintain
Low
High
Low High
Driver
Importance
Driver Score
Job Driver Organization Driver Retention Driver
Spinal Injuries Association Should Focus on the Improve Quadrant First
McLean & Company 27
31%
43%
48%
57%
70%
82%
48%
48%
60%
50%
74%
74%
0% 20% 40% 60% 80% 100%
Employee Empowerment
<40% 40%-60% >60% Benchmark Score
The Client Services, Corporate Services, Human Resources and Townsville departments scored this
driver very well.
n = 298
Leverage - Employee Empowerment
I clearly understand what is expected of me
on the job
I am not afraid of trying out new things in my
job
I have all the tools and equipment I need to
do a great job
I am empowered to make decisions about
how I do my work
If I make a suggestion to improve something
in my department I believe it will be taken
seriously
I am given the chance to fully leverage my
talents through my job
Female employees rated this question 21% lower
than male employees.
Casual employees scored this higher than fulltime
and part-time workers, at 87%.
Employees with 20+ years of service scored this
question much lower than newer employees, at 33%
McLean & Company 28
Leverage - Employee Empowerment
Common themes:
1. Many employees had issues with role ambiguity.
“Clarity about my position would make my
job better but I believe that will come…”
“Ensure all employees are aware of their
role, and how it contributes to the
organization as a whole.”
“I would have a clear understanding of
what my job requirements are and
specific guidelines to correctly complete
tasks. I would also like guidelines on
how to correctly record the tasks I have
done. This would resolve the majority of
my issues with my job/alleviate a lot of
anxiety and pressure.”
“Develop the management team…so that
they are providing effective leadership,
proactive service delivery management in
the department. Assign set objectives and
expectations.”
“[To make my job better, have] more clearly
defined roles, policies and procedures”
McLean & Company 29
17%
28%
31%
38%
28%
42%
37%
39%
0% 20% 40% 60% 80% 100%
Development
<40% 40%-60% >60% Benchmark Score
Community Relations & Corporate Services rated this driver the
lowest of the departments, at 15%.
n = 298
Evaluate - Development
In the last year, I have received career
advice from someone within the Association
I can advance my career in the Association
In the last year, the training I have received
has really helped me do my job better
In the last year, I have received an adequate
amount of training
32% of casual workers perceived career
advancement opportunities,
compared to only 17% of fulltime employees and 25% of part-time
employees.
Employees in PSP & Townsville rated this
question the highest of the departments.
McLean & Company 30
Evaluate - Development
Common themes: 1. Employees desire additional growth and career advancement opportunities.
2. Some employees were satisfied with the company’s training program, however, most employees want
more opportunities to improve skills.
“An opportunity to advance, have a
career path…”
“Opportunity for career development/progression or for opportunities
within the team. ( e.g. rotation of opportunities…)”
“Role/department transparency and
the opportunity for development.”
“Communication and training seems to have
improved a lot”
“More so recently have there been changes made in
advancing skills and training which I believe is
important.”
“…Training is improving greatly...”
“Encourage more training to further the
career skill base.”
“I'm satisfied as a PSW for now, if I could do it
better I would be taking another step
supporting high level injury clients or as a
CSO, I would take courses so as I would be
qualified to do so.” “…More training to keep PCW's up to
standards of other companies…”
McLean & Company 31
21%
26%
31%
28%
35%
41%
0% 20% 40% 60% 80% 100%
Rewards & Recognition
<40% 40%-60% >60% Benchmark Score
Employees in the PSP department rated this
driver the lowest of the departments.
Male employees rated this driver 19% higher
than their female coworkers.
n = 298
Evaluate - Rewards and Recognition
If I do a good job, I receive rewards that I
value
Promotions in my department go to those
who deserve them the most
I am recognized when I go above and
beyond the call of duty
Full time employees, scored this question
higher than part-time and causal employees. Also, those employees
in the Community Relations department scored this question
much higher than other departments, at
100%.
McLean & Company 32
Evaluate - Rewards and Recognition
Common themes: 1. Employees would like more recognition and acknowledgement at the Association.
“Increased recognition for going above
and beyond the call of duty to inspire me
to continue to do so on a regular basis.
More one on one supervision contact.”
“Reward staff when they go above
and beyond the call of duty.
Recognition of any type, mention in
newsletters, bonuses, rewards etc.”
“Award staff for work well done, a lot of
benefits have been taken away bearing
in mind our salaries are lower than other
businesses out there.”
“Have an awards night where field
staff were recognized for their efforts.”
McLean & Company 33
38%
48%
59%
61%
70%
61%
47%
63%
61%
71%
0% 20% 40% 60% 80% 100%
Co-worker Relationships
<40% 40%-60% >60% Benchmark Score
n = 298
Maintain - Co-worker Relationships
I have a good friend at the Association
My co-workers never back-stab me
I know that my co-workers will help me out
when the going gets tough
My co-workers care about me as a person
I really like the people I work with
Spinal Advisors scored this driver the highest of all positions at 88%.
Client Services and Townsville scored it significantly higher
than other departments.
Community Relations & PSP scored this the
lowest of all departments, at 33% and 31% respectively.
McLean & Company 34
Maintain - Co-worker Relationships
Common themes: 1. For the most part, employees have strong relationships with co-workers.
2. Employees would like to have more frequent interactions with their team.
“Most of the staff are really friendly and
they do try to do right by you” “I like having team meetings with my
manager and team members very
often..so we can share our work
experience and fix problems as well.” “…All the people I have come in contact
with have been lovely and helpful…”
“[ I would like] to see more of my work
colleagues. Participate in more team
meetings, if available.”
“Maybe some more regular team
meetings. With all my clients, I have
not meet the rest of my team”
“The team atmosphere is not very
positive at the moment and the
issues are not discussed openly
which exacerbates the situation.”
“Perhaps have some staff meetings
so we are all totally up to date with
what's going on with our clients.”
McLean & Company 35
25%
30%
38%
38%
52%
53%
53%
58%
79%
39%
44%
53%
47%
62%
62%
60%
61%
78%
0% 20% 40% 60% 80% 100%
Manager Relationships
<40% 40%-60% >60% Benchmark Score
Client & Corporate Services rated this
question the highest of the departments, at
100%. Employees under 25 rated it lower than
other age groups
n = 298
Improve - Manager Relationships
My manager helps me develop my career
My manager inspires me to improve
My manager helps me achieve better results
My manager provides me with high quality
feedback
My manager cares about me as a person
I trust my manager
My manager understands my job very well
In my last performance review, my manager
accurately reflected my performance
My manager trusts me to do my job well
Females rated this driver 18% lower than males, and PSW’s rated it 18% lower than non PSWs.
PSP scored this driver much lower than other
department. on-site employees scored it
significantly higher than off-site employees.
McLean & Company 36
Improve - Manager Relationships
Common themes: 1. Most employees have positive things to say about their manager.
2. Employees are concerned with the lack of contact between managers, clients and staff.
“I have a very good manager, wouldn't want to
change anything.”
“I am happy with my manager, she is
doing an excellent job.”
“My current manager is great, he is
professional, fair and offer advice and
guidance when needed.”
“My manager does a great job and always has
time for me as well as the rest of my team
members. I feel very comfortable when
approaching my manager…”
“Better communication, be more aware
of what is happening in the clients
home.”
“Be more of an advocate for the client.
Managers really need to see the exact
routine as they are done with each client…”
“More connection with the team - through
team meetings or updates:
“Communication, even if it's just a quick
call to ask how things are going. It
makes you feel that someone cares
about what you are doing…”
“Keep me informed about what is
happening”
More interaction with my manager
particularly in giving feedback on how to
do a better job and improve.
McLean & Company 37
36%
47%
52%
60%
47%
60%
50%
67%
0% 20% 40% 60% 80% 100%
Culture
<40% 40%-60% >60% Benchmark Score
All other departments scored this driver
much higher than the PSP department,
which scored it at 57%, dragging the score
down. Employees older than 35 scored it
higher than younger employees.
n = 298
Leverage - Culture
The Association has a collaborative work
environment
The Association has a very friendly
atmosphere
The Association contributes to our
community
I identify well with the Association's values
There was significant variance between the
departments and positions in the scoring
of this driver.
Client Services and the PSP department rated
this question the lowest of the departments.
Brisbane scored it 14% lower than Townsville.
McLean & Company 38
Leverage - Culture
Common themes: 1. Employees across the board enjoying working at the Association and find it satisfying.
“I have very good job satisfaction.”
“I am pretty happy with the job and the
client in particular, the manager and the
association as a whole…”
I don't want to change anything,
because I'm happy with what I'm doing.
I think the association does an
excellent job as it stands.
I only work for one client who is great
to work for so I am happy and do not
wish to change anything
I wouldn't change a thing. I love my
work and have a fabulous manager
“[I would change] nothing, all's good, I am
satisfied with association.”
The office seems a happy place to work.
Other employees appear to enjoy working
at the Association.:
Everything at the Association seems
great to me.
McLean & Company 39
24%
29%
34%
41%
48%
56%
59%
60%
0% 20% 40% 60% 80% 100%
Customer Focus
<40% 40%-60% >60% Benchmark Score
HR and PSP scored this question lower
than any other department.
n = 298
Improve - Customer Focus
Our customers love our services
The Association's services are better than
its competitors
Customer satisfaction drives most things
the Association does
The mission/purpose of the Association is
well-aligned with customer needs
Most departments, with the exception of Community Services, rated this driver less
than 45%, on average.
Spinal Advisors scored this question
higher than other positions.
Employees in Townsville scored this question 11% higher
than Brisbane.
McLean & Company 40
Improve - Customer Focus
Common themes: 1. Many respondents commented on how the Association cares for its clients and is a strong advocate for
their needs.
2. Increasing communication with the client to improve the quality of service provided was suggested
many times.
“The Association is a strong advocate for
the needs of our clients, going out of its way
to accommodate these needs. When done
in a planned and reasonable way, this can
be a positive force.”
“…I believe that its continued voice as an
advocate for those with disabilities is a
strength that should be built on and
continued.”
“More contact with the clients, or better
client knowledge. Have the client's let us
make the choice for them…”
“[Have] more team meetings with client's
involved”
“...I think the Association needs to be
more in tune with our client’s needs. I
think a client survey would be quite
beneficial.”
“Listen to the clients, I've heard grumblings.”
“More contact between clients and the staff
in charge of them on the spinal side, the
clients are often unhappy with the service.”
“Puts the client first and supports the
client to become more independent.”
McLean & Company 41
32%
41%
42%
48%
49%
54%
51%
63%
53%
56%
0% 20% 40% 60% 80% 100%
Company Potential
<40% 40%-60% >60% Benchmark Score
Off-site employees rated this question significantly lower
than on-site employees.
n = 298
Improve - Company Potential
I fully understand the Association's overall
business strategy
I am impressed with the quality of people at
the Association
The Association has a bright future
People in the Association often go above
and beyond the call of duty
People in the Association are committed to
doing high quality work
Employees in the PSP & HR departments
scored this driver the lowest of the departments.
Employees in Townsville scored this question higher than
Brisbane.
McLean & Company 42
Improve - Company Potential
Common themes: 1. Employees are generally happy with the present and future direction that the Association is taking.
2. Some employees would like to be included in decision making processes as well as seek additional
funding.
“I think the Association has a creative
approach to problem solving...” “Adapts to change”
“The Association's commitment in service
delivery is exceptional …The CEO
provides excellent leadership and
support.”
“The Association does try to be innovative,
e.g. technology improvements to improve
service delivery.”
“Just keep us updated on all changes big
or small, and be sensitive to our needs…”
“More transparency around decisions
that are made which directly affect staff,
and consistency thereafter.”
“Enhance the Association's capacity to
achieve government and private funding…”
“Give them more funds to increase
services offered.”
“More Funding, greater community
awareness.”
McLean & Company 43
16%
21%
25%
27%
34%
39%
0% 20% 40% 60% 80% 100%
Department Relationships
<40% 40%-60% >60% Benchmark Score
Although the Townsville
department scored the other two department
relationships’ questions very well, it scored this question
at 14%.
n = 298
Evaluate - Department Relationships
Our department is consulted when other
departments make key business decisions
that affect us
Departments work very well together to
get things done
The contributions of my department are
recognized by other departments
HR scored this driver the lowest and
Townsville scored it the highest of the
departments.
The longer an employee has been at the organization, the lower they scored this
question.
McLean & Company 44
Evaluate - Department Relationships
Common themes: 1. The lack of communication and coordination between departments was mentioned many times.
“Better overall communication between
departments. We are a Service-wide
Team, and need full communication with
all departments regularly, however, this
could do with further refining.”
“I think the departments could be better
aligned and work more in collaboration with
each other ie. making the most of the
expertise of other staff and departments.”
“..Lack of communication when shifts are
being rearranged causes confusion and
dissatisfied clients…”
“Allow Personal Support Workers to keep
in touch with each other through an email
list that we can self-subscribe to.”
“Better communication from the office to the PSW on
the ground level, keep us involved in what's going on,
make us feel part of the bigger picture. We do indeed
feel left out and its worse than ever.” …”
McLean & Company 45
18%
19%
21%
25%
28%
34%
36%
34%
29%
28%
39%
39%
47%
48%
0% 20% 40% 60% 80% 100%
Senior Management Relationships
<40% 40%-60% >60% Benchmark Score
The Community Relations department
scored this driver much higher than
other departments, at 60%.
n = 298
Evaluate - Senior Management Relationship
The Association Management Team (AMT)
inspires me
The Association Management Team (AMT)
regularly solicits feedback from employees
The Association Management Team (AMT)
acts on the feedback from employees
The Association Management Team (AMT)
deeply cares about their employees
I understand the rationale behind most of the
business decisions made by the
Association Management Team (AMT)
I trust the Association Management Team
(AMT)
I have great confidence in the integrity of the
Association Management Team (AMT)
Male employees scored this question
14% higher than female workers.
Part-time workers scored this driver much lower than fulltime or casual
workers.
Female employees scored this question
12% higher than male employees.
McLean & Company 46
Evaluate - Senior Management Relationship
Common themes: 1. Though employees acknowledge that senior management keeps them informed, some would like more
transparency into the decisions made.
“Keeping staff informed all the
time via email [the Association
does this well].”
“Monthly meetings keep staff
abreast with what is happening
across the Association.”
“They, on the whole, do keep us well informed as to
what is happening within the organization, and of late
are promoting further education.”
“More transparency with decisions being made at
the Board and Senior Management level. Trust is
important when it comes to decisions at that level
that affect staff, and without transparency there can
be no trust.”
McLean & Company 47
17%
23%
24%
33%
35%
36%
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
Compensation
<40% 40%-60% >60% Benchmark Score
Client Services scored this driver the highest
of the departments. Males scored it 14% higher than females.
n = 298
Evaluate - Compensation
I will be compensated fairly if my
performance exceeds expectations
My salary is competitive with similar jobs
that I might find elsewhere
I am satisfied with the remuneration/pay I
receive for the work I do
While salaried and hourly workers scored
the other two compensation
questions similarly to one another, salaried employees scored this
question 6% higher than hourly employees.
McLean & Company 48
Evaluate - Compensation
Common themes: 1. Most employees would like increases in pay; many feel that they are not earning a competitive wage.
“Better pay - far below average pay
that I can get doing exactly the same
work with other organizations.”
“Give us a better rate of pay, instead
of lowering it.”
“Pay more and stop taking away penalty
rates for weekends.”
“Change the pay scale back to
the way it was. “
“I would bring the remuneration back
to the amount it was before the pay
cut. There are other associations
who offer a pay even higher than
what we were on before. So right
now our pay is low in comparison...”
“Not happy with the pay cut on
weekends …”
“I would increase the amount
of salary we receive and give
better conditions such as
holiday pay and sick pay.”
McLean & Company 49
11%
22%
28%
34%
48%
52%
0% 20% 40% 60% 80% 100%
Benefits
<40% 40%-60% >60% Benchmark Score
Off-site employees scored this question higher than on-site
employees, and hourly employees scored this higher
than salaried employees.
n = 298
Evaluate - Benefits
We have many unique perks at the
Association
My benefits are competitive with similar jobs
I might find elsewhere
I am satisfied with my benefit package
Males scored this driver 8% higher than females, on average.
McLean & Company 50
Evaluate - Benefits
“Bring back significant staff
benefits.”
“…give us the remuneration and
benefits that we deserve.”
“…Give back to the people who work so hard
everyday to give to the Association, our clients
and members. - offering more perks and
benefits eg. Association x-mas party, Health and
wellbeing program.”
Common themes:
1. There were few comments on benefits. They few comments were regarding an improvement in
benefits or the restoration of their previous packages.
McLean & Company 51
27%
49%
58%
60%
64%
73%
79%
39%
56%
69%
52%
59%
68%
83%
0% 20% 40% 60% 80% 100%
Working Conditions
<40% 40%-60% >60% Benchmark Score
Females scored this question 23% lower than males. Females
also scored the question directly
above (I am never emotionally harassed at work) 13% lower
than males.
n = 298
Leverage - Working Conditions
We have enough staff on our team to get the
job done
People are treated fairly in my department
I am never emotionally harassed at work
I find my stress levels at work manageable
I am able to maintain a balance between my
work and personal life
I have not seen incidents of discrimination at
the Association based on age, gender,
sexual orientation, religion, or ethnicity
I am always physically safe while at work
The PSP department scored this driver lower than other
departments and the Townsville location
scored it higher than Brisbane.
McLean & Company 52
Leverage - Working Conditions
Common themes: 1. Several employees attribute their stress to heavy workloads.
2. Employee would also like their duties and roles to be made more clear to clients.
3. Many respondents would like flexible work hours.
“…We constantly feel like we are taking 2
steps forward and 3 steps back with our
work load.”
“Management [needs] to understand that we have reached
the limit of capabilities and are unable to continue taking on
more and more tasks.”
“Have a lighter load to keep from feeling
that I am barely keeping up with
requirements”
“Change the attitude of clients with regard
to their expectations of PSWs and the
poor way some clients treat PSWs…”
“Make clear guidelines and conduct values to
clients with regards to what behaviours are
acceptable and which will not be tolerated…”
“I would like if there was some way of making sure the
clients realize we are employed by the association, and they
understand our job description fully.”
“More flexibility around working
from home.”
“Manage employees stress better and
increase flexibility.”
McLean & Company 53
56%
62%
72%
60%
66%
74%
0% 20% 40% 60% 80% 100%
Personal Disposition
<40% 40%-60% >60% Benchmark Score
Personal Disposition
Client Services had slightly lower
personal disposition scores than other
departments. Males had lower personal disposition scores
than females.
n = 298
I rarely dwell on failures but rather see them
as learning opportunities
I believe I will meet the life goals I set for
myself
My friends outside work would describe me
as having a very positive attitude
McLean & Company 54
21%
33%
37%
42%
0% 20% 40% 60% 80% 100%
Trending
<40% 40%-60% >60% Benchmark Score
Trending
n = 298
I am more satisfied with the Association
now than I was a year ago
I am more satisfied with my job now than I
was a year ago
McLean & Company 55
61%
62%
64%
70%
70%
72%
73%
79%
79%
82%
61%
66%
59%
74%
71%
74%
68%
78%
83%
74%
0% 20% 40% 60% 80% 100%
10 Highest Performing Areas
n = 298
I clearly understand what is expected of me on the
job
I am always physically safe while at work
My manager trusts me to do my job well
I have not seen incidents of discrimination at the
Association based on age, gender, sexual
orientation, religion, or ethnicity
My friends outside work would describe me as
having a very positive attitude
I really like the people I work with
I am not afraid of trying out new things in my job
I am able to maintain a balance between my work
and personal life
I believe I will meet the life goals I set for myself
My co-workers care about me as a person
McLean & Company 56
11%
16%
17%
17%
18%
19%
21%
21%
21%
21%
34%
27%
33%
28%
34%
29%
28%
28%
37%
34%
0% 20% 40% 60% 80% 100%
10 Lowest Performing Areas
n = 298
We have many unique perks at the Association
Our department is consulted when other
departments make key business decisions that
affect us
I will be compensated fairly if my performance
exceeds expectations
In the last year, I have received career advice from
someone within the Association
The Association Management Team (AMT) inspires
me
The Association Management Team (AMT) regularly
solicits feedback from employees
The Association Management Team (AMT) acts on
the feedback from employees
If I do a good job, I receive rewards that I value
I am more satisfied with the Association now than I
was a year ago
Departments work very well together to get things
done
McLean & Company 57
-1%
0%
1%
2%
3%
5%
5%
7%
8%
8%
-2% 0% 2% 4% 6% 8% 10%
Top 10 Questions Against the Benchmarks
Your Score Minus Benchmark
Top 10 Scores Higher than Benchmark
n = 298
I find my stress levels at work manageable
I clearly understand what is expected of me on the
job
I have all the tools and equipment I need to do a
great job
I have not seen incidents of discrimination at the
Association based on age, gender, sexual
orientation, religion, or ethnicity
I am able to maintain a balance between my work
and personal life
The Association contributes to our community
My co-workers never back-stab me
My manager trusts me to do my job well
My co-workers care about me as a person
I really like the people I work with
McLean & Company 58
-19%
-22%
-22%
-23%
-23%
-24%
-24%
-25%
-26%
-27%
-30% -25% -20% -15% -10% -5% 0%
Bottom 10 Questions Against the Benchmarks
Your Score Minus Benchmark
Top 10 Scores Lower than Benchmark
n = 298
My benefits are competitive with similar jobs I might
find elsewhere
The Association's services are better than its
competitors
Customer satisfaction drives most things the
Association does
I am satisfied with my benefit package
Our customers love our services
I have a good friend at the Association
We have many unique perks at the Association
I fully understand the Association's overall business
strategy
The Association has a bright future
The mission/purpose of the Association is well-
aligned with customer needs
McLean & Company 59
Action Plan: Spinal Injuries Association’s Top Three Areas of Opportunity
McLean & Company 60
Detailed Results by Segment Are Also Provided to Enable Drill Downs into Specific Areas
Youn
ger
than
25
Yea
rs
25 Y
ears
to
34 Y
ears
35 Y
ears
to
44 Y
ears
45 Y
ears
to
54 Y
ears
55 Y
ears
and
Old
er
Mal
e
Fem
ale
Full-
tim
e
Cont
ract
< 1
Yea
r
1 Ye
ar
2 Ye
ars
3 to
5 Y
ears
6 to
10
Yea
rs
> 10
Yea
rs
Sala
ry -
Yes
Com
mis
sion
- Y
es
Com
mis
sion
- N
o
Som
e se
cond
ary
scho
ol
Seco
ndar
y sc
hool
dipl
oma
Skill
ed
Trad
e/V
ocat
iona
l
Bac
helo
r's
Deg
ree
Mas
ter'
s D
egre
e
New
Yor
k O
ffic
e
Toro
nto
Off
ice
VP-
leve
l
Dir
ecto
r-le
vel
Man
ager
Tea
m le
ad
/
supe
rvis
or
Tea
m m
embe
r
Stud
ent
Cons
ulti
ng
Fina
nce
HR
Inda
ba
IT Mar
keti
ng
Ope
rati
ons
Sale
s
A B C
Group # Question 169 169 26 79 50 16 4 115 58 168 4 40 17 31 56 26 5 166 56 119 3 42 49 59 20 136 38 5 9 27 10 116 4 4 3 5 5 31 9 34 82 46 82 44
1 Satisfaction 4.60 60% 56% 58% 60% 81% 54% 62% 58% 60% 75% 67% 49% 52% 65% 60% 50% 61% 56% 63% 78% 63% 57% 58% 65% 61% 58% 83% 74% 64% 58% 57% 54% 92% 89% 47% 57% 58% 61% 62% 58% 66% 60% 53%
2 Feelings of Energy & Purpose 4.78 65% 64% 62% 68% 74% 60% 66% 64% 65% 50% 61% 62% 65% 69% 65% 68% 66% 61% 67% 93% 60% 66% 62% 75% 63% 72% 92% 82% 67% 72% 62% 45% 100% 53% 68% 80% 58% 56% 72% 62% 68% 67% 55%
3 Demonstrated Engagement 4.51 57% 57% 57% 57% 57% 53% 58% 55% 57% 34% 52% 52% 65% 58% 54% 68% 57% 54% 58% 75% 55% 56% 57% 59% 55% 63% 75% 69% 68% 70% 51% 56% 81% 67% 68% 73% 44% 53% 63% 56% 64% 57% 49%
4 Job Engagement 4.71 63% 64% 60% 63% 76% 57% 64% 60% 63% 64% 62% 57% 65% 65% 61% 69% 63% 57% 66% 82% 60% 60% 62% 73% 62% 67% 87% 79% 71% 72% 57% 64% 95% 73% 67% 76% 57% 62% 72% 57% 70% 65% 49%
5 Organizational Engagement 4.45 56% 51% 56% 59% 59% 53% 57% 55% 57% 34% 55% 50% 55% 61% 56% 53% 57% 56% 57% 79% 57% 57% 55% 54% 56% 60% 75% 68% 60% 60% 54% 38% 81% 67% 53% 60% 46% 49% 56% 59% 60% 55% 55%
6 Overall Engagement Score 4.63 61% 59% 59% 62% 71% 56% 62% 59% 61% 53% 60% 55% 60% 64% 60% 62% 61% 57% 63% 82% 59% 59% 59% 66% 60% 64% 83% 75% 66% 67% 57% 52% 91% 70% 61% 70% 53% 56% 66% 58% 66% 61% 52%
7 01. Employee Empowerment 4.34 52% 51% 50% 52% 66% 67% 54% 50% 51% 79% 52% 51% 42% 58% 51% 57% 51% 46% 55% 44% 50% 52% 52% 57% 51% 58% 70% 72% 56% 52% 47% 71% 92% 78% 57% 73% 63% 39% 55% 43% 62% 54% 37%
8 02. Development 3.70 35% 39% 37% 29% 36% 31% 34% 35% 33% 56% 43% 38% 32% 30% 31% 40% 33% 37% 34% 25% 35% 36% 35% 34% 33% 39% 15% 28% 42% 33% 33% 63% 44% 50% 40% 30% 31% 25% 35% 35% 41% 35% 29%
9 03. Recognition & Rewards 4.00 40% 44% 39% 36% 50% 25% 39% 39% 39% 42% 51% 35% 31% 44% 29% 20% 39% 45% 37% 22% 43% 33% 42% 40% 36% 53% 73% 33% 42% 50% 36% 58% 67% 22% 40% 47% 33% 30% 43% 41% 49% 38% 31%
10 04. Co-worker Relationships 4.94 72% 81% 73% 67% 74% 65% 73% 70% 71% 100% 77% 72% 68% 76% 64% 72% 72% 62% 77% 73% 67% 78% 70% 75% 72% 73% 64% 71% 70% 76% 72% 85% 85% 67% 92% 88% 79% 78% 76% 65% 74% 77% 63%
11 05. Manager Relationship 4.65 62% 59% 63% 59% 69% 69% 61% 64% 61% 67% 60% 49% 64% 62% 71% 69% 62% 62% 62% 44% 62% 65% 60% 60% 61% 66% 62% 64% 74% 64% 58% 64% 89% 78% 80% 87% 60% 37% 63% 60% 73% 60% 53%
12 06. Commitment 4.24 50% 49% 46% 53% 69% 42% 51% 49% 50% 50% 53% 41% 43% 58% 47% 47% 51% 53% 49% 56% 57% 48% 47% 52% 51% 49% 80% 48% 52% 33% 51% 42% 75% 78% 40% 67% 46% 52% 50% 48% 54% 52% 42%
13 07. Customer Focus 4.41 51% 51% 51% 49% 58% 67% 52% 50% 50% 58% 64% 35% 51% 55% 35% 53% 51% 55% 50% 89% 54% 52% 45% 55% 52% 49% 47% 41% 52% 47% 51% 75% 83% 67% 53% 60% 44% 41% 47% 53% 51% 50% 53%
14 08. Company Potential 4.86 69% 70% 68% 66% 75% 80% 67% 72% 68% 80% 81% 58% 63% 73% 58% 44% 68% 62% 71% 93% 69% 69% 64% 76% 70% 64% 72% 62% 65% 60% 70% 95% 60% 93% 68% 68% 68% 62% 76% 66% 65% 72% 66%
15 09. Department Relationships 3.99 41% 40% 39% 39% 50% 58% 42% 37% 40% 50% 55% 33% 39% 40% 29% 33% 41% 50% 36% 44% 38% 47% 41% 25% 42% 38% 33% 26% 44% 43% 41% 50% 42% 56% 13% 7% 41% 19% 40% 47% 43% 36% 47%
16 10. Senior Mgmt Relationship 4.14 44% 48% 38% 45% 54% 63% 44% 42% 42% 47% 55% 40% 35% 45% 34% 38% 43% 43% 43% 54% 39% 43% 43% 48% 41% 51% 70% 64% 47% 34% 39% 59% 88% 63% 58% 15% 40% 40% 50% 40% 44% 43% 39%
17 11. Compensation 3.57 32% 27% 29% 30% 52% 50% 35% 25% 32% 33% 39% 25% 23% 34% 29% 33% 32% 36% 29% 0% 29% 28% 33% 47% 32% 30% 13% 52% 42% 43% 28% 8% 33% 44% 0% 20% 31% 26% 32% 35% 36% 32% 26%
18 12. Benefits 4.00 38% 36% 43% 29% 42% 33% 41% 31% 37% 50% 45% 43% 38% 40% 26% 0% 38% 40% 36% 11% 31% 39% 38% 50% 38% 36% 20% 26% 40% 23% 40% 17% 50% 11% 40% 27% 39% 33% 41% 38% 45% 36% 33%
19 13. Working Conditions 4.47 49% 56% 48% 42% 55% 58% 49% 46% 47% 54% 50% 41% 48% 51% 42% 53% 48% 45% 50% 56% 44% 48% 48% 53% 46% 57% 60% 46% 53% 60% 45% 71% 75% 56% 60% 53% 46% 46% 52% 45% 54% 49% 41%
21 Overall Job Driver 4.33 52% 55% 52% 48% 59% 51% 52% 52% 51% 69% 56% 49% 48% 54% 49% 52% 51% 50% 53% 42% 51% 52% 52% 53% 51% 58% 57% 54% 57% 55% 49% 68% 75% 59% 62% 65% 53% 42% 55% 49% 60% 53% 43%
22 Overall Organizational Driver 4.33 51% 52% 48% 50% 61% 62% 51% 50% 50% 57% 61% 41% 46% 54% 41% 43% 51% 53% 50% 67% 51% 52% 48% 51% 51% 50% 60% 48% 52% 43% 50% 64% 70% 71% 46% 43% 48% 43% 53% 51% 51% 51% 49%
23 Overall Employment Needs 4.02 39% 40% 40% 34% 50% 47% 42% 34% 39% 46% 45% 37% 36% 42% 32% 29% 39% 40% 39% 22% 35% 38% 40% 50% 39% 41% 31% 41% 45% 42% 38% 32% 53% 37% 33% 33% 39% 35% 42% 39% 45% 39% 33%
24 I am strongly committed to this organization 4.74 65% 50% 62% 74% 81% 75% 70% 59% 66% 50% 63% 47% 58% 75% 73% 60% 67% 63% 67% 100% 67% 69% 63% 55% 68% 55% 80% 78% 70% 70% 64% 25% 100% 100% 40% 60% 68% 56% 59% 67% 76% 61% 61%
25 I feel part of a team working towards a shared goal 4.89 72% 81% 71% 70% 81% 50% 71% 74% 73% 75% 78% 71% 65% 80% 65% 40% 73% 64% 76% 100% 62% 71% 76% 80% 71% 76% 80% 89% 78% 70% 70% 75% 75% 100% 80% 80% 74% 78% 79% 65% 85% 74% 55%
26In the last year, I have recommended this organization to a
friend seeking employment4.17 49% 58% 53% 38% 56% 25% 46% 55% 49% 50% 65% 41% 52% 52% 27% 20% 51% 45% 51% 33% 55% 49% 49% 40% 48% 53% 40% 44% 37% 50% 53% 25% 75% 67% 40% 60% 35% 56% 50% 50% 39% 52% 52%
27I regularly talk about my job in a positive light with close
family and friends4.61 58% 62% 51% 60% 94% 50% 63% 52% 57% 100% 73% 35% 48% 59% 65% 60% 57% 55% 61% 100% 62% 51% 53% 80% 59% 58% 100% 78% 67% 60% 51% 100% 100% 67% 40% 40% 58% 67% 71% 51% 63% 59% 50%
28 Taking everything into account, I love my job 4.53 56% 38% 51% 62% 94% 50% 58% 52% 55% 75% 53% 47% 42% 63% 65% 80% 56% 48% 60% 67% 64% 43% 53% 75% 57% 53% 100% 78% 70% 60% 47% 50% 100% 100% 40% 60% 48% 56% 65% 50% 65% 57% 39%
29Taking everything into account, I love working at this
company4.68 61% 50% 62% 58% 81% 75% 63% 59% 60% 100% 73% 53% 45% 64% 65% 40% 60% 61% 61% 67% 67% 59% 58% 60% 63% 55% 100% 78% 59% 40% 59% 50% 100% 100% 40% 40% 61% 56% 50% 63% 70% 55% 59%
30 I look forward to coming to work every day 4.25 45% 42% 41% 44% 69% 75% 50% 38% 44% 50% 43% 41% 39% 52% 42% 60% 45% 39% 48% 67% 40% 43% 46% 50% 43% 53% 80% 78% 52% 60% 37% 50% 100% 67% 40% 60% 45% 33% 59% 34% 46% 50% 32%
31 I am very proud of the work I do 4.93 72% 69% 63% 82% 94% 50% 73% 69% 71% 75% 63% 76% 68% 77% 77% 80% 72% 64% 76% 100% 64% 73% 68% 90% 71% 76% 100% 89% 67% 80% 70% 50% 100% 33% 80% 80% 71% 67% 85% 66% 74% 78% 57%
32I feel my contributions are very important to the success of
my team/department5.05 74% 81% 71% 74% 88% 50% 75% 74% 74% 75% 73% 71% 74% 75% 77% 80% 75% 66% 78% 100% 67% 78% 73% 80% 72% 82% 100% 89% 81% 90% 69% 50% 100% 67% 80% 100% 71% 78% 79% 68% 89% 73% 57%
33I feel my contributions are very important to the success of
the organization4.77 64% 58% 66% 68% 63% 50% 65% 62% 66% 0% 50% 65% 68% 70% 73% 60% 66% 59% 67% 100% 60% 67% 58% 80% 63% 74% 100% 89% 67% 80% 60% 25% 100% 33% 80% 80% 65% 44% 68% 61% 67% 62% 61%
34 I am very proud of the product/service that the
organization produces/provides4.91 69% 69% 68% 74% 56% 75% 66% 76% 69% 50% 78% 59% 74% 71% 54% 60% 70% 77% 66% 100% 71% 67% 64% 75% 68% 76% 80% 67% 70% 50% 72% 50% 100% 67% 60% 80% 39% 56% 71% 79% 65% 72% 70%
35 In the last year, I have grown professionally 4.82 69% 69% 72% 66% 69% 50% 72% 62% 68% 100% 75% 59% 84% 61% 62% 100% 68% 73% 67% 100% 69% 69% 64% 80% 66% 79% 40% 100% 89% 90% 60% 75% 100% 67% 80% 100% 55% 67% 71% 70% 80% 68% 61%
36I regularly choose to take on tasks that are not expected of
me by my manager4.56 56% 65% 56% 50% 63% 50% 60% 48% 57% 0% 40% 53% 77% 55% 54% 80% 57% 46% 61% 33% 55% 53% 56% 65% 55% 58% 80% 56% 67% 90% 49% 50% 100% 67% 60% 80% 45% 56% 68% 50% 63% 59% 41%
37I regularly choose to put in extra hours to improve my
results4.46 55% 46% 53% 60% 69% 50% 57% 52% 56% 25% 55% 53% 65% 54% 50% 60% 57% 46% 60% 67% 52% 53% 56% 60% 54% 61% 100% 89% 74% 70% 46% 25% 100% 67% 80% 100% 48% 67% 65% 44% 67% 55% 39%
38 I regularly choose to help with extra-curricular activities 3.41 23% 15% 30% 18% 13% 50% 14% 41% 23% 0% 15% 24% 19% 34% 15% 40% 23% 29% 21% 67% 19% 24% 31% 5% 24% 21% 0% 0% 37% 20% 21% 50% 50% 100% 60% 0% 10% 22% 24% 23% 28% 22% 20%
39In the past month, I have made recommendations for
improvements in my department4.70 64% 54% 57% 80% 69% 50% 70% 53% 65% 0% 48% 59% 71% 66% 77% 80% 66% 59% 66% 100% 64% 65% 61% 60% 61% 74% 100% 100% 81% 80% 55% 50% 75% 67% 60% 100% 52% 44% 62% 68% 74% 61% 57%
40In the past month, I have made recommendations for
improvements to the company4.44 54% 54% 51% 64% 56% 25% 63% 38% 55% 25% 48% 53% 55% 57% 62% 60% 56% 55% 55% 67% 52% 55% 54% 55% 51% 68% 100% 89% 56% 90% 50% 25% 50% 0% 40% 60% 35% 56% 62% 61% 59% 51% 57%
41I regularly accomplish more than what my manager
expects of me4.49 49% 62% 51% 42% 31% 75% 45% 55% 48% 25% 48% 35% 65% 52% 35% 40% 48% 48% 49% 67% 43% 43% 53% 55% 46% 58% 80% 33% 56% 40% 47% 75% 75% 67% 60% 40% 32% 22% 62% 49% 54% 49% 41%
42 I regularly offer support to my peers at work 5.20 84% 92% 86% 78% 88% 75% 83% 88% 84% 100% 85% 82% 84% 88% 81% 80% 84% 75% 89% 100% 86% 82% 83% 90% 85% 84% 100% 89% 85% 80% 83% 100% 100% 100% 100% 100% 74% 89% 91% 80% 87% 88% 73%
43 I clearly understand what is expected of me on the job 4.57 61% 58% 63% 58% 69% 50% 60% 64% 60% 100% 63% 53% 52% 70% 58% 60% 60% 61% 61% 100% 62% 61% 63% 45% 62% 61% 60% 78% 59% 50% 59% 75% 100% 67% 60% 60% 74% 44% 53% 59% 70% 61% 52%
44 I have all the tools and equipment I need to do a great job 4.12 43% 27% 52% 32% 44% 100% 50% 29% 41% 75% 45% 35% 26% 55% 38% 40% 43% 34% 47% 0% 36% 37% 47% 65% 42% 45% 40% 56% 41% 50% 40% 50% 75% 67% 40% 20% 58% 44% 50% 33% 46% 48% 30%
45I am empowered to make decisions about how I do my
work4.59 62% 58% 56% 74% 75% 50% 62% 66% 61% 100% 55% 71% 55% 70% 62% 80% 61% 57% 66% 67% 62% 67% 58% 65% 60% 71% 80% 89% 74% 50% 57% 75% 100% 67% 80% 100% 68% 44% 68% 55% 74% 66% 43%
46I am encouraged to try new things in my job without fear of
being punished for failure4.31 51% 58% 44% 50% 75% 50% 54% 47% 49% 100% 55% 59% 35% 52% 54% 60% 48% 39% 56% 33% 50% 55% 51% 40% 49% 58% 80% 44% 59% 60% 44% 100% 100% 100% 60% 80% 61% 44% 53% 40% 65% 52% 32%
47I am given the chance to fully leverage my talents through
my job4.23 48% 46% 43% 48% 69% 75% 50% 45% 48% 25% 55% 29% 45% 50% 54% 20% 48% 54% 45% 67% 48% 43% 44% 65% 46% 55% 80% 78% 48% 50% 43% 50% 75% 67% 40% 80% 48% 22% 53% 45% 61% 45% 36%
48If I make a suggestion to improve something in my
department it will always be taken seriously4.22 48% 58% 41% 48% 63% 75% 47% 52% 46% 75% 40% 59% 42% 54% 42% 80% 46% 34% 55% 0% 40% 47% 51% 60% 45% 61% 80% 89% 52% 50% 40% 75% 100% 100% 60% 100% 68% 33% 56% 29% 57% 52% 27%
49In the last year, the training I have received has really
helped me do my job better3.46 22% 23% 25% 18% 19% 25% 19% 28% 21% 50% 30% 29% 16% 14% 27% 40% 20% 20% 24% 0% 24% 24% 22% 20% 20% 32% 0% 0% 30% 20% 21% 75% 25% 33% 40% 20% 26% 22% 21% 20% 26% 23% 18%
50In the last year, I have received an adequate amount of
training3.23 21% 23% 25% 10% 31% 25% 19% 26% 19% 50% 25% 18% 19% 21% 15% 40% 19% 11% 26% 0% 24% 16% 20% 35% 19% 26% 0% 11% 22% 20% 20% 75% 50% 33% 40% 20% 29% 11% 26% 15% 28% 24% 9%
51I have someone at work other than my manager that I go to
for career advice4.02 49% 77% 51% 40% 31% 25% 48% 50% 48% 75% 58% 65% 55% 41% 35% 60% 48% 64% 42% 67% 50% 57% 51% 25% 51% 45% 20% 22% 52% 70% 50% 75% 25% 67% 60% 20% 29% 33% 47% 60% 50% 52% 45%
52 I can advance my career in this organization 4.08 46% 35% 46% 46% 63% 50% 51% 36% 45% 50% 60% 41% 39% 43% 46% 20% 45% 52% 43% 33% 43% 45% 46% 55% 44% 53% 40% 78% 63% 20% 41% 25% 75% 67% 20% 60% 39% 33% 47% 48% 59% 39% 43%
53When I do a good job, I receive appropriate recognition or
rewards that I value3.81 33% 38% 32% 28% 44% 0% 31% 31% 32% 25% 58% 24% 23% 30% 19% 0% 31% 45% 26% 0% 40% 24% 36% 20% 31% 37% 60% 22% 33% 40% 31% 50% 50% 0% 20% 40% 16% 22% 35% 40% 37% 29% 34%
54I am recognized or praised when I go above and beyond the
call of duty4.10 40% 31% 46% 34% 50% 25% 37% 43% 40% 25% 50% 24% 39% 46% 27% 20% 41% 43% 39% 33% 36% 41% 41% 40% 35% 55% 60% 22% 41% 50% 41% 25% 50% 67% 40% 40% 23% 22% 50% 43% 52% 39% 27%
55 Promotions go to those who best deserve them 4.10 47% 62% 41% 46% 56% 50% 50% 41% 45% 75% 45% 59% 32% 55% 42% 40% 44% 46% 47% 33% 52% 33% 51% 60% 42% 66% 100% 56% 52% 60% 38% 100% 100% 0% 60% 60% 61% 44% 44% 40% 57% 46% 32%
56 People never back-stab each other to get things done 4.43 56% 65% 52% 54% 69% 50% 57% 57% 54% 100% 63% 59% 48% 61% 42% 60% 54% 30% 68% 33% 45% 59% 53% 80% 53% 66% 100% 44% 56% 50% 53% 100% 100% 33% 100% 60% 74% 89% 71% 34% 50% 63% 43%
57 My co-workers care about me as a person 4.88 69% 77% 68% 66% 63% 75% 69% 67% 67% 100% 68% 76% 55% 77% 69% 40% 68% 59% 73% 67% 55% 78% 75% 55% 67% 74% 40% 78% 74% 80% 66% 75% 75% 67% 100% 100% 77% 78% 65% 62% 74% 73% 57%
58 The people I work with often help each other 5.22 84% 88% 81% 82% 94% 100% 84% 83% 83% 100% 90% 65% 81% 88% 81% 100% 84% 73% 89% 67% 86% 86% 76% 100% 85% 82% 100% 100% 74% 90% 83% 100% 100% 100% 100% 100% 87% 78% 97% 76% 83% 89% 75%
59 I have a good friend at this organization 4.99 70% 77% 82% 56% 56% 25% 74% 64% 70% 100% 70% 76% 77% 70% 58% 80% 70% 80% 66% 100% 71% 76% 71% 50% 72% 63% 0% 44% 70% 80% 74% 50% 50% 67% 60% 80% 74% 56% 53% 79% 80% 72% 61%
60 I really like the people I work with 5.17 82% 96% 81% 78% 88% 75% 83% 81% 82% 100% 93% 82% 77% 86% 69% 80% 83% 68% 90% 100% 79% 90% 76% 90% 83% 82% 80% 89% 78% 80% 83% 100% 100% 67% 100% 100% 81% 89% 94% 74% 83% 85% 77%
61 My manager provides me with high quality feedback 4.40 53% 54% 56% 42% 75% 75% 54% 53% 52% 75% 48% 53% 45% 55% 69% 60% 53% 57% 52% 33% 62% 49% 54% 45% 51% 63% 60% 44% 63% 40% 53% 50% 100% 67% 80% 100% 48% 33% 47% 54% 59% 56% 45%
62 My manager helps me develop my career 4.14 44% 50% 51% 36% 38% 25% 40% 55% 44% 25% 48% 29% 55% 38% 46% 80% 45% 45% 45% 0% 40% 47% 44% 55% 43% 50% 40% 56% 70% 20% 40% 50% 100% 67% 80% 80% 35% 33% 50% 39% 59% 45% 30%
63 My manager helps me achieve better results 4.61 59% 58% 62% 52% 75% 50% 57% 64% 59% 50% 58% 47% 61% 59% 65% 80% 59% 59% 60% 33% 60% 63% 56% 60% 57% 68% 60% 67% 70% 70% 53% 75% 100% 67% 100% 100% 61% 33% 62% 54% 74% 61% 41%
64 I trust my manager 4.94 71% 62% 72% 72% 81% 100% 74% 69% 71% 100% 65% 53% 68% 77% 88% 80% 72% 70% 73% 33% 76% 71% 69% 75% 71% 76% 80% 89% 81% 90% 66% 50% 100% 67% 100% 100% 77% 44% 74% 67% 83% 70% 64%
65 My manager understands my job very well 4.91 70% 65% 72% 68% 75% 100% 67% 78% 71% 50% 75% 53% 71% 66% 85% 80% 71% 73% 70% 100% 74% 69% 69% 65% 71% 71% 40% 56% 81% 80% 69% 75% 75% 100% 80% 80% 68% 22% 79% 71% 80% 66% 70%
66 My manager inspires me to improve 4.36 50% 54% 42% 56% 63% 75% 50% 52% 50% 50% 48% 35% 58% 46% 65% 40% 50% 55% 48% 33% 55% 55% 44% 45% 50% 53% 100% 56% 67% 30% 46% 50% 75% 67% 20% 80% 35% 33% 47% 56% 57% 45% 50%
67 My manager cares about me as a person 5.01 73% 65% 80% 66% 75% 100% 71% 78% 73% 100% 68% 65% 81% 75% 81% 60% 73% 70% 76% 33% 76% 78% 73% 65% 74% 74% 60% 78% 81% 100% 70% 75% 75% 100% 100% 100% 77% 56% 71% 72% 83% 71% 70%
68 My manager trusts me to do my job well 5.10 80% 73% 77% 90% 88% 50% 82% 79% 80% 100% 75% 71% 90% 80% 85% 80% 80% 75% 83% 100% 71% 90% 80% 75% 80% 82% 80% 78% 81% 100% 78% 100% 100% 100% 80% 100% 90% 44% 79% 77% 93% 78% 70%
69 My manager accurately evaluates my performance 4.42 52% 50% 54% 50% 56% 50% 54% 52% 52% 50% 55% 35% 48% 57% 54% 60% 53% 50% 54% 33% 43% 59% 53% 55% 51% 58% 40% 56% 74% 50% 49% 50% 75% 67% 80% 40% 48% 33% 62% 50% 70% 51% 39%
70I would NOT take a 10% cut in my pay if given a job with
more responsibility at another company4.71 62% 69% 56% 66% 81% 50% 64% 60% 63% 50% 70% 59% 52% 70% 54% 60% 63% 66% 61% 67% 64% 57% 66% 65% 62% 66% 80% 56% 63% 40% 64% 75% 100% 67% 40% 100% 68% 56% 71% 55% 65% 66% 55%
71I would NOT take a 10% cut in my pay if given a job with
more work/life balance at another company4.55 60% 54% 58% 62% 75% 50% 57% 64% 60% 50% 60% 47% 61% 68% 50% 60% 61% 57% 61% 67% 69% 59% 53% 65% 61% 55% 100% 56% 52% 40% 63% 50% 75% 100% 80% 60% 52% 67% 62% 56% 61% 65% 48%
72I would NOT take a job at another company if given a 10%
raise in pay3.44 28% 23% 24% 32% 50% 25% 31% 24% 28% 50% 28% 18% 16% 36% 38% 20% 29% 36% 25% 33% 38% 27% 24% 25% 29% 26% 60% 33% 41% 20% 26% 0% 50% 67% 0% 40% 19% 33% 18% 33% 35% 27% 23%
73Customer satisfaction drives most things this organization
does4.21 46% 54% 42% 42% 56% 75% 47% 43% 45% 50% 68% 24% 39% 48% 31% 40% 45% 43% 47% 100% 43% 43% 42% 55% 46% 45% 40% 22% 41% 40% 47% 100% 50% 67% 40% 40% 42% 56% 56% 40% 43% 41% 52%
74 Our customers "love us" 4.27 43% 42% 43% 40% 50% 50% 41% 47% 42% 50% 55% 41% 45% 43% 19% 60% 42% 48% 40% 67% 52% 39% 34% 60% 42% 47% 40% 33% 44% 50% 41% 75% 100% 67% 60% 80% 32% 0% 38% 45% 48% 40% 43%
75This organization is better than its competitors at what we
do4.74 65% 58% 67% 64% 69% 75% 68% 60% 64% 75% 70% 41% 68% 73% 54% 60% 66% 73% 61% 100% 67% 76% 58% 50% 68% 55% 60% 67% 70% 50% 65% 50% 100% 67% 60% 60% 58% 67% 47% 74% 63% 67% 64%
76I am impressed with the quality of people at this
organization4.62 58% 65% 61% 50% 63% 75% 55% 67% 58% 100% 73% 29% 61% 68% 38% 40% 58% 52% 62% 100% 62% 55% 53% 75% 58% 61% 20% 33% 52% 50% 65% 75% 50% 67% 40% 80% 52% 56% 74% 56% 52% 66% 55%
77 This organization contributes to our community 4.71 62% 62% 58% 66% 63% 75% 62% 64% 62% 50% 70% 71% 55% 70% 42% 20% 61% 71% 57% 67% 57% 69% 58% 65% 63% 58% 100% 44% 63% 50% 63% 100% 0% 100% 80% 20% 58% 56% 56% 70% 54% 62% 68%
78 This organization has a very socially friendly atmosphere 5.19 83% 77% 89% 78% 81% 75% 81% 86% 82% 100% 93% 71% 74% 89% 73% 80% 83% 71% 88% 100% 83% 82% 81% 85% 85% 79% 80% 89% 78% 80% 83% 100% 100% 100% 80% 100% 87% 78% 88% 77% 83% 84% 82%
79 This organization has a bright future 4.96 70% 73% 70% 66% 81% 75% 72% 67% 69% 100% 88% 65% 58% 73% 62% 40% 69% 63% 74% 100% 69% 71% 66% 75% 73% 61% 80% 89% 63% 50% 70% 100% 100% 100% 80% 60% 65% 67% 76% 68% 70% 74% 64%
80People in this organization often go above and beyond the
call of duty4.85 68% 73% 62% 68% 88% 100% 66% 74% 68% 50% 80% 53% 65% 66% 77% 40% 68% 54% 76% 100% 71% 65% 63% 80% 71% 61% 80% 56% 70% 70% 68% 100% 50% 100% 60% 80% 81% 56% 85% 57% 65% 72% 64%
81The contributions of my department are recognized by
other departments4.18 49% 31% 49% 52% 56% 100% 56% 34% 50% 50% 50% 35% 45% 59% 42% 40% 50% 61% 44% 33% 45% 55% 51% 40% 50% 45% 60% 44% 52% 70% 49% 0% 0% 33% 0% 0% 48% 22% 50% 61% 41% 45% 61%
82 Departments work very well together to get things done 4.05 40% 46% 35% 40% 44% 50% 37% 45% 39% 50% 58% 24% 48% 32% 27% 40% 39% 48% 35% 33% 29% 53% 42% 15% 40% 39% 20% 11% 44% 40% 41% 75% 75% 100% 20% 20% 39% 11% 32% 45% 48% 35% 41%
83Our department is consulted when other departments
make key business decisions3.73 34% 42% 33% 26% 50% 25% 34% 33% 33% 50% 58% 41% 23% 29% 19% 20% 33% 41% 30% 67% 40% 33% 31% 20% 35% 29% 20% 22% 37% 20% 34% 75% 50% 33% 20% 0% 35% 22% 38% 35% 39% 27% 39%
84 Senior management inspires me 3.78 31% 27% 28% 30% 56% 25% 31% 31% 29% 50% 50% 24% 26% 32% 12% 20% 30% 39% 27% 33% 33% 24% 32% 30% 32% 29% 80% 33% 33% 10% 29% 50% 75% 67% 40% 0% 16% 44% 29% 33% 33% 32% 23%
85I have great confidence in the integrity of senior
management4.18 47% 54% 41% 48% 56% 75% 48% 45% 45% 75% 60% 47% 32% 50% 38% 40% 46% 45% 48% 67% 45% 55% 39% 45% 44% 58% 60% 67% 44% 40% 44% 75% 100% 67% 80% 20% 42% 44% 53% 41% 50% 46% 41%
86I fully understand the organization's overall business
strategy4.60 58% 54% 54% 62% 69% 75% 63% 48% 58% 50% 60% 35% 48% 64% 69% 60% 60% 52% 61% 67% 52% 57% 56% 75% 57% 63% 100% 100% 59% 50% 54% 50% 75% 67% 100% 40% 55% 56% 65% 54% 54% 59% 57%
87I understand the rationale of most of the business
decisions made by senior management4.18 46% 58% 38% 48% 44% 75% 47% 43% 44% 50% 55% 53% 35% 50% 27% 40% 45% 34% 50% 67% 31% 45% 53% 50% 42% 58% 60% 78% 48% 30% 41% 50% 100% 67% 60% 20% 48% 56% 53% 37% 43% 46% 43%
88Senior management regularly solicits feedback from
employees4.20 46% 46% 42% 48% 50% 50% 45% 45% 45% 25% 53% 41% 45% 45% 38% 40% 46% 48% 44% 33% 48% 39% 44% 55% 42% 58% 60% 67% 59% 30% 39% 50% 100% 33% 60% 20% 39% 33% 56% 43% 48% 43% 45%
89 Senior management acts on the feedback from employees 4.18 41% 42% 38% 38% 56% 75% 40% 43% 40% 50% 48% 47% 32% 41% 38% 40% 41% 38% 43% 67% 33% 43% 41% 45% 39% 50% 60% 67% 48% 40% 35% 50% 75% 67% 40% 20% 48% 33% 41% 38% 48% 39% 34%
90 I trust senior management 4.07 42% 62% 33% 42% 56% 50% 43% 43% 42% 25% 63% 41% 32% 41% 27% 40% 40% 50% 39% 33% 45% 41% 41% 40% 42% 45% 80% 44% 41% 40% 38% 100% 100% 67% 40% 0% 39% 44% 50% 39% 41% 43% 36%
91 Senior management deeply cares about its staff 3.94 37% 42% 30% 40% 44% 75% 37% 36% 36% 50% 55% 29% 29% 39% 23% 20% 36% 39% 36% 67% 24% 43% 37% 40% 34% 50% 60% 56% 41% 30% 34% 50% 75% 67% 40% 0% 32% 11% 50% 35% 37% 38% 34%
92 I am satisfied with the pay I receive for the work I do 3.43 29% 27% 25% 26% 50% 75% 33% 22% 29% 50% 33% 24% 16% 34% 31% 40% 30% 25% 31% 0% 19% 22% 34% 60% 30% 26% 0% 56% 41% 40% 25% 0% 25% 67% 0% 20% 35% 22% 41% 24% 35% 30% 20%
93My salary is competitive with similar jobs I might find
elsewhere3.43 29% 15% 25% 24% 69% 75% 30% 24% 28% 50% 30% 18% 19% 39% 19% 40% 29% 30% 28% 0% 21% 31% 24% 55% 28% 29% 20% 44% 37% 50% 25% 0% 25% 67% 0% 0% 32% 22% 38% 27% 33% 32% 18%
94 I receive better pay with better performance 3.86 37% 38% 37% 40% 38% 0% 43% 28% 38% 0% 55% 35% 32% 29% 38% 20% 38% 54% 29% 0% 48% 31% 41% 25% 38% 34% 20% 56% 48% 40% 34% 25% 50% 0% 0% 40% 26% 33% 18% 54% 41% 34% 39%
95 I am satisfied with my benefit package 3.95 38% 35% 43% 28% 44% 50% 40% 33% 37% 50% 45% 41% 29% 46% 23% 0% 37% 46% 34% 0% 29% 37% 39% 55% 37% 42% 40% 11% 41% 10% 41% 25% 50% 0% 60% 20% 42% 22% 29% 41% 46% 34% 32%
96My benefits are competitive with similar jobs I might find
elsewhere3.99 40% 38% 44% 34% 44% 25% 46% 28% 40% 50% 55% 41% 39% 41% 23% 0% 41% 46% 37% 0% 31% 49% 37% 50% 41% 37% 0% 22% 41% 30% 45% 0% 50% 0% 20% 20% 39% 44% 47% 41% 43% 39% 41%
97 We have special and unique benefits here 4.07 35% 35% 42% 26% 38% 25% 37% 33% 35% 50% 35% 47% 45% 32% 31% 0% 36% 29% 39% 33% 33% 31% 37% 45% 38% 29% 20% 44% 37% 30% 34% 25% 50% 33% 40% 40% 35% 33% 47% 30% 46% 35% 25%
98 People are treated fairly in this organization 4.00 39% 46% 34% 38% 50% 50% 44% 29% 38% 75% 53% 35% 26% 45% 31% 0% 37% 39% 39% 67% 31% 41% 37% 45% 38% 45% 60% 56% 44% 30% 35% 75% 50% 33% 20% 20% 52% 33% 41% 35% 48% 35% 32%
99No one in this organization discriminates based on age,
gender, sexual orientation, religion or ethnicity4.95 71% 81% 67% 72% 75% 75% 79% 57% 71% 100% 75% 59% 71% 82% 54% 60% 71% 71% 71% 100% 74% 67% 69% 75% 70% 76% 60% 89% 67% 80% 71% 75% 100% 33% 60% 60% 81% 67% 74% 70% 70% 73% 73%
100 I am always physically safe while at work 5.43 89% 96% 87% 88% 88% 100% 93% 83% 89% 100% 98% 82% 90% 89% 77% 100% 89% 88% 90% 100% 86% 90% 90% 90% 88% 92% 100% 100% 89% 100% 86% 100% 100% 67% 80% 100% 87% 89% 94% 88% 89% 91% 84%
101 I am never emotionally harassed at work 4.82 70% 73% 71% 60% 88% 100% 75% 60% 69% 100% 73% 47% 74% 79% 58% 80% 69% 57% 76% 100% 67% 69% 71% 70% 69% 74% 80% 78% 67% 90% 66% 100% 100% 67% 60% 100% 71% 67% 82% 63% 80% 72% 57%
102I am able to maintain a balance between my work and
personal life4.31 48% 58% 46% 40% 50% 100% 46% 48% 46% 75% 58% 47% 39% 52% 35% 40% 46% 46% 48% 67% 55% 37% 46% 60% 45% 55% 60% 22% 44% 60% 48% 75% 50% 67% 60% 20% 39% 33% 56% 49% 41% 46% 57%
103 I find my stress levels at work manageable 4.21 48% 50% 47% 38% 75% 75% 50% 45% 46% 75% 63% 41% 42% 50% 31% 60% 47% 41% 51% 67% 43% 51% 44% 55% 45% 58% 80% 33% 48% 70% 45% 75% 100% 67% 60% 40% 42% 44% 68% 38% 50% 50% 43%
104 We have enough staff on our team to get the job done 3.56 27% 50% 23% 20% 19% 50% 27% 24% 26% 25% 43% 18% 26% 18% 23% 40% 25% 29% 25% 0% 29% 29% 22% 30% 24% 34% 20% 11% 22% 30% 26% 50% 75% 33% 20% 0% 26% 33% 21% 29% 22% 26% 32%
105 I am a top performing employee in my department 4.71 63% 54% 68% 66% 63% 25% 62% 67% 64% 25% 38% 65% 74% 71% 73% 80% 66% 61% 66% 100% 52% 65% 68% 65% 60% 79% 100% 100% 93% 80% 53% 50% 75% 100% 100% 100% 58% 67% 56% 61% 89% 63% 34%
106My last performance review accurately reflects my
performance3.85 33% 50% 32% 28% 38% 0% 36% 29% 32% 25% 30% 29% 32% 38% 35% 20% 32% 34% 33% 0% 19% 39% 39% 35% 31% 39% 20% 33% 44% 30% 30% 75% 50% 0% 60% 60% 42% 33% 32% 28% 41% 34% 23%
Performance
Org
aniz
atio
n M
ean
Top
Bo
x R
esu
lt
Age Gender Work Years Worked Paid Education Location Position Department
Co
mm
itm
en
tM
etr
ics
Dri
vers
Sati
sfac
tio
nFe
eli
ngs
of
Ene
rgy
&
Pu
rpo
seD
em
on
stra
ted
En
gage
me
nt
Emp
loye
e E
mp
ow
erm
en
tD
eve
lop
me
nt
Re
war
ds
&
Re
cog
Co
-wo
rke
r
Re
lati
on
ship
sM
anag
er
Re
lati
on
ship
W
ork
ing
Co
nd
itio
ns
Self
Ass
essm
ent
Cu
sto
me
r
Focu
sC
om
pan
y P
ote
nti
alD
ep
artm
en
t
Re
lati
on
ship
sSe
nio
r M
gmt
Re
lati
on
ship
Co
mp
en
sat
ion
Be
ne
fits
McLean & Company 61
Manager Relationships
Customer FocusCompany Potential
Employee Empowerment
Culture
Working Conditions
Development
Rewards and Recognition
Department Relationships
Senior Management Relationship
Compensation
BenefitsCo-worker
Relationships
Improve
Evaluate
Leverage
Maintain
Low
High
Low High
Driver
Importance
Driver Score
Job Driver Organization Driver Retention Driver
Spinal Injuries Association Should Focus on the Improve Quadrant First
McLean & Company 62
Top Three Areas for Improvement
1. Customer Focus
• Placed in the “Improve” quadrant: Low scoring driver with a medium importance
score.
2. Company Potential
• Placed in the “Improve” quadrant: Medium scoring driver, with a medium importance
score.
3. Manager Relationships
• On the edge of the “Improve” and “Leverage” quadrants: Medium scoring driver,
with a medium importance score.
McLean & Company 63
3 Phase Process
To get started, we’ve outlined some next steps that
you can adapt as you see fit.
Engagement Action Plan
Phase 1: Understanding of Results • All managers understand survey results. • Management/HR identify top three priority drivers through
engagement survey results.
Phase 2: Soliciting Staff Feedback • Solicit staff input on issues and idea generation. • Senior managers or managers review, assess, and compare
initiatives.
Phase 3: Implementation • Roll out chosen initiatives. • Communicate from start to finish.
McLean & Company 64
Q & A Discussion
McLean & Company 65
For more information, please call
1-877-281-0480 (+1-519-936-2659)
Or visit us online at www.mcleanco.com.