Employee Engagement in the Community Sector
Employee Engagement in the Community Sector
Community Sector Research
Dr Louise Parkes, Voice [email protected] 822 340
Employee Engagement in the Community Sector
voice project
Our purpose and passion is ‘improving organisations by giving people a voice’
We specialise in organisational surveys of culture, engagement, leadership and service quality
Employee Engagement in the Community Sector
agenda
• Engagement and wellbeing?
• 7Ps model of workplace systems and practices
• Profile of community services in Australia
- What difference does a decade make?
- How is it different to other industries?
- Does size matter?
• Workplace drivers of engagement
• Strategies to improve engagement
Employee Engagement in the Community Sector
engagement
engaged employees
• Take pride in and talk positively about the organisation
• Believe in its mission
• Enthusiastic about their job
• Want to be/stay at the organisation
• Put in extra effort
• Volunteer to be involved
• Show initiative/proactivity
• Cope with changes to the way they do their job
• Are focussed on clients/customers
disengaged employees
• Cynical about the organisation & its aims
• Frequently complain about their job
• Want to leave or wish they could leave
• Do the minimum necessary
• Are negative, spread rumours & gossip
• Complain about status quo, but have no suggestions for improvement
• Resent changes to their daily activity
• Take “sickies”
• Lower customer service drive
Employee Engagement in the Community Sector
Purpose Property Participation People Peace
resources
processes
technology
safety
facilities
passion / engagement
voice engagement survey – 7Ps modelModerate
>=80%50<80%<50%
HighLow
legend
organisation direction
results focus
mission & values
ethics
role clarity
diversity
leadership
supervision
recruitment & selection
cross-unit cooperation
learning & development
involvement
rewards & recognition
motivation & initiative
teamwork
talent
wellness
work-life balance
flexibility
organisational commitment
job satisfaction
intention to stay
progress
organisation objectives
change & innovation
customer satisfaction
performance appraisal
career opportunities
Langford, P. H. (2009). Measuring organisational climate and employee engagement: Evidence for a 7 Ps model of work practices and outcomes. Australian Journal of Psychology, 61, 185-198.
Employee Engagement in the Community Sector
7 > 1000
32 200-999
18100-199
51 <100
employment services health promotion & advocacy community & advocacy disability services community housing
participants• Over 21,000 staff responses
• Surveyed Between 2012-2016
108 organisations
organisation sizenumber of employees
Employee Engagement in the Community Sector
Purpose Property Participation People Peace
resources
processes
technology
safety
facilities
passion / engagement
+7%
Changes since 2005
(10 NFPs, 3000+ employees)
sector profile – community servicesModerate
>=80%50<80%<50%
HighLow
legend
organisation direction
results focus
mission & values
ethics
role clarity
diversity
leadership
supervision
recruitment & selection
cross-unit cooperation
learning & development
involvement
rewards & recognition
motivation & initiative
teamwork
talent
wellness
work-life balance
flexibility
organisational commitment
job satisfaction
intention to stay
progress
organisation objectives
change & innovation
customer satisfaction
performance appraisal
career opportunities
Average Engagement 78% Favourable Range: 44% Fav – 93% Fav
Employee Engagement in the Community Sector
Purpose Property Participation People Peace
+7%
+17%
+10%
+14%
Community Services are a high performing sector with a 6% higher average rating
resources
processes
technology
safety
facilities
passion / engagement
sector profile – community servicesModerate
>=80%50<80%<50%
HighLow
legend
organisation direction
results focus
mission & values
ethics
role clarity
diversity
leadership
supervision
recruitment & selection
cross-unit cooperation
learning & development
involvement
rewards & recognition
motivation & initiative
teamwork
talent
wellness
work-life balance
flexibility
organisational commitment
job satisfaction
intention to stay
progress
organisation objectives
change & innovation
customer satisfaction
performance appraisal
career opportunities
+14%
+11%
+10%
+10%
- 6%
Employee Engagement in the Community Sector
top rated items (90% Fav +)
Category Item
Mission & Values I believe in the overall purpose / values of / work done by this organisation
Diversity Sexual harassment is prevented and discouraged in this organisation
Role Clarity I understand how my job contributes to the overall success of this organisation
Teamwork I have good working relationships with my co-workers
Job Satisfaction I like the kind of work I do
Organisation Commitment
I am willing to put in extra effort for this organisation
Employee Engagement in the Community Sector
top items compared to all-industries (+10% Diff)*
Category Item
Mission & Values I believe in the overall purpose, values of, & work done by this organisation
Ethics This organisation is socially responsible, & ethical
Performance Appraisal
My performance is reviewed and evaluated often enough
The way my performance is evaluated is fair
Motivation & Initiative
My co-workers take the initiative in solving problems, & put in extra effort whenever necessary
Safety Staff are aware of their work, health & safety responsibilities
Rewards & Recognition
I am satisfied with the benefits I receive (super, leave etc)
*Not including Passion
Employee Engagement in the Community Sector
bottom rated items (<50% Fav)
Category Item
Cross-Unit Cooperation
There is good communication/co-operation between different sections in this organisation; knowledge and information are shared throughout this organisation
Career Opportunities
There are enough opportunities to: develop skills needed for progression; for my career to progress; spend time on career planning
Rewards & Recognition
I am satisfied with the income I receive
Employee Engagement in the Community Sector
bottom items comp to all-industries (>-5% Diff)
Category Item
Technology This organisation makes good use of technology;
technology is kept up to date;
staff have good skills at using the technology we have
Cross-Unit Cooperation
There is good communication across all sections of this organisation
Employee Engagement in the Community Sector
engagement and performance by size of organisation
45%
50%
55%
60%
65%
70%
75%
80%
85%
<100 100-199 200-999 >1000
Passion
OrganisationObjectives
Change & Innovation
Employee Engagement in the Community Sector
engagement and performance by size of organisation
45%
50%
55%
60%
65%
70%
75%
80%
85%
<100 100-199 200-999 >1000
Passion
Flexibility
Recruitment &Selection
Leadership
Rewards &Recognition
Technology
Employee Engagement in the Community Sector
ethics
results focus
career
opportunities
involvement
cross-unit
cooperation
supervision safety
technology
recruitment
& selection
processes
facilitiesrewards &
recognition
learning &
development
leadership
performance
appraisalresources wellness
flexibilityorganisation
direction
talentmotivation &
initiative
teamworkmission &
valuesrole clarity
work/life
balancediversity
higher association
hig
he
r p
erf
orm
ance
lower association
low
er
pe
rfo
rman
ce
priorities
strengths
drivers of engagement in community services
Employee Engagement in the Community Sector
positive drivers 4 practices important for employee engagement that community service organisations are doing well
Mission & ValuesEmployees are strongly aligned with the purpose and values of the organisation
Results FocusThe organisation has a strong focus on achieving positive results
EthicsThe organisation is seen as ethical, particularly socially responsible
Role ClarityEmployees can see how their role contributes to organisation goals and success
Employee Engagement in the Community Sector
leveraging purpose
1. How do you get your values off the wall and into action?
2. How do you reinforce the connection between job roles and organisation purpose for your support staff?
3. What are the powerful KPI’s in your organisation that drive continuous improvement and (the right) performance?
4. How do you check for alignment of behaviour/practices/policies with values?
Employee Engagement in the Community Sector
key gaps 4 practices important for employee engagement that community service organisations could prioritise for improvement
Learning & Career OpportunitiesInvesting in skill development for current and future roles
Recruitment & SelectionAttracting and selecting people with the right fit
Cross-Unit CooperationSharing information and cooperating across team boundaries
InvolvementStaff have input into everyday decision-making, can voice concerns, and are consulted about change
Employee Engagement in the Community Sector
increasing participation
1. How can you leverage performance discussions to incorporate learning and career planning?
2. Is change in your practice driven top-down by management, or bottom-up by passionate employees? Why do you think this is?
3. What are your most effective mechanisms for employees to raise concerns? What about ideas?
4. Do you recruit staff based on their beliefs and values? How?
5. How do you encourage and facilitate communication and cooperation between work groups?
Employee Engagement in the Community Sector
further resources
www.voiceproject.com
• services – free change challenge team survey
• research – managing volunteers, supporting employees with a disability, case studies, blog
• free networking breakfast – diversity & inclusion
Dr Louise ParkesVoice Project
P: +61 2 8875 2803 M: 0412 822 340