As we begin to look to 2019 it is very important
that we learn from the past so that the business decisions we make in the
future are based upon facts and a coordinated strategy. We all know that 2018 has been a challenging year. Some of us experienced difficulty
in finding quality talent to fill open positions, higher than expected turnover,
a stronger focus on expense management and the reevaluation of organizational
objectives all have led to greater stress on the job. Preserving our company’s competitive edge by
retaining our high performers along with the use of HR metrics will allow us to
be better positioned for the future.
As a result of technology, the Human Resource
profession is becoming more sophisticated by utilizing metrics to examine
employee trends in order to better anticipate future challenges and
opportunities. When we use HR metrics
and evaluate historical patterns we are better able to respond to business
challenges. Metrics are a common
measurement across all professions and are used as a way to hold people
accountable. One key metric that is
being used by thousands of HR professionals is the employee survey. The analysis and subsequent data following a
survey is a key tool in determining employee satisfaction, engagement and
management effectiveness. Understanding
and responding to employees’ concerns and questions are important components in
ensuring success.
Using normative data
is important for our clients as this information serves as a benchmark which
allows a company to compare their own mean scores with the client base. Normative scores are updated continuously
and, due to the size of our database, we can utilize an 99.9% confidence interval,
resulting in a margin of error of + .01.
This means that our clients have a high level of confidence in the data
they receive. In the past, clients have
often requested that we create norms that would provide a benchmark against
their industry or region in the country. Today, however, we have begun to see a
shift from benchmarking within one's own industry toward benchmarking against
other “best places to work”. This is particularly true with regard to
benchmarking in the areas of organizational climate, culture, engagement, management
and leadership. This review is based on
data collected from over 85,000+ working individuals from organizations
representing a broad cross-section of industries and regions of the country
For the purpose of
this analysis below respondents completed an on-line survey consisting of
questions about their jobs, executive leadership, staff development, core
values, compensation and benefits and management at their organization. The number of statements from each company
ranges from 15 to over 150. The number of respondents from each company ranges
from a minimum of 10 to 2,500 plus. Our
firm uses the Likert scale from 1.00 to 5.00.
The Likert Scale is a
scale that equates a numerical value to a level of satisfaction. The scale uses the following range:
1=Strongly Disagree, 2=Disagree, 3=Neutral, 4=Agree, 5=Strongly Agree. For a complete review by functional area as
it relates to satisfaction please see the chart below:
In general, employees are satisfied with their
jobs. Employees appreciate that
management is operating the business efficiently, often under conditions of
uncertainty and with limited resources.
Employees also believe that the work environment is safe. Human Resources is doing an effective job at
partnering with the leadership team in guiding managers and coaching them with
respect to ensuring effective employee relations, supporting career progression
and the values and vision of the company.
Employee Management
Relations
With respect to employee management relations,
employees gave this area a satisfaction rating of 3.89. The great majority of
employees believe that their manager will listen to their point of view and
assist them in growing professionally.
In addition, the survey results indicate that management treats and
respects all individuals. Diversity is encouraged and has become a part of the
corporate culture.
Job Satisfaction
Job satisfaction was another highly-rated area
achieving a satisfaction rating of 3.83.
A high percentage of employees enjoy the work they do, are challenged
and feel a strong sense of accomplishment in their position. They believe that they can make a contribution
and want to be a part of making their company successful.
Career Opportunities
A majority of employees indicated that they
feel they have a career with their organization and that they work well as a
team. They support their co-workers in
their department by sharing information and offering advice. Career
Opportunities received a 3.72 satisfaction rating.
Core Values
The survey responses focusing on the mission,
vision and values of the organization received a 3.96. The respondents understand the importance of
supporting the strategic mission of their organization.
Opportunities
for Improvement
It is anticipated that Human Resources will
face tremendous challenges in three key areas in the future. These areas
include compensating employees fairly, ensuring that communication flows freely
throughout the organization and providing employees with the training necessary
to ensure their competency in the future.
Fair Compensation
Employees rated fair compensation the lowest of
all areas surveyed; this area received a satisfaction rating of 3.33. Employees continue to feel the pressure of
downsizing and at the same time they feel they are not compensated at a level
commensurate with their additional duties and responsibilities. In the future
employees will desire additional compensation and/or look for new
opportunities.
Effective
Communication
Communication is an issue for a majority of
companies. Effective communication was rated low with a satisfaction rating of
3.42. Employees are requesting more information about the new products and
services offered by their company as well as management’s clarification of the
organization’s vision and prospects for growth.
Employees would also like to have more advance notice of activities
occurring at their organization and receive information about changes and
strategic decisions that affect them in a timelier manner. Respondents very often do not believe that other
departments are keeping them informed about key projects that are under
consideration or have been approved. This
would suggest that improvement in communication is critical to ensure the
success of a company.
Staff Development
Many respondents believe that the learning
opportunities at their company have declined over the past several years. A recommitment to learning, along with a more
formal training program that will equip employees to successfully carry out the
requirements of their present and future job roles will need to be a strong
consideration for the future. The survey
data suggests that employees believe that as technology changes, and as new
management techniques are required, organizations will need to offer additional
support to help them meet these new challenges. This is an area of concern for
progressive employers.
In conclusion, employers today face
extraordinary challenges with respect to managing the business and at the same
time meeting the needs of their employees.
