Employee Engagement Survey Best Practices

Leadership Intelligencereg Webinar

wwwDecision-Wisecom

About DecisionWise

Founded 1996

30 countries

70 languages

200+ clients

One of the fastest growing

private companies in America

wwwDecision-Wisecom

White PapersSamples

White Papers Sample Surveys

wwwDecision-Wisecom

Four Outcome Levels

Transformational

Transactional

wwwDecision-Wisecom

Year 1-3 Roadmap

Year 1 Year 2 Year 3+

Establish Baseline

Confidentiality

Executive planning

Share overall results

Do something

Trend

Demographic breakouts

Results to managers-action planning

Business metrics

Training

Leadership Development

Accountability

Organizational Development

wwwDecision-Wisecom

What is Employee Engagement

Employee engagement is an emotional state where we feel passionate energetic and committed toward

our work

In turn we fully invest our best selves- our hearts spirits minds and hands- in the work we do

wwwDecision-Wisecom

The Engagement Experience

Engagement

Satisfaction

Tran

sform

atio

na

lHearts Spirits Minds and Hands

Contractual

Tran

sac

tion

al

wwwDecision-Wisecom

The Engagement Experience

Satisfaction

Tran

sform

atio

na

lHearts Spirits Minds and Hands

Contractual

Tran

sac

tion

al

M A G I CMeaning Autonomy Growth Impact Connection

wwwDecision-Wisecom

We Wrote the Book on Engagement

wwwDecision-Wisecom

Anchor Questions

1 It is easy to become absorbed in my job

2 I find enjoyment in the job that I perform

3 I would recommend this organization as a great place to work

4 My job is stimulating and energizing

5 If given a choice I would remain with this organization even if a

job with similar pay and benefits were available elsewhere

6 Overall I love my job

wwwDecision-Wisecom

Engagement Index

4

18

46

32

0

10

20

30

40

50

60

70

80

90

100

Fully Engaged

Key Contributors

Opportunity Group

Fully Disengaged

wwwDecision-Wisecom

Engagement Spectrum

Fully

Disengaged

Opportunity

Group

Key

Contributor

Fully

Engaged

Make sarcastic jokes about work

Spend significant time taking care of

personal needs

Stick to what you know and take few

risks

Feel stretched beyond your

comfort zone

Speak poorly about the company and

leaders

Do just enough to get by and not get in

trouble

Respond well to leadership

Take personal satisfaction in the

quality of your work

Look for ways to find blame

Pay is a big reason why you stay

Rarely stretched by assignments

Work can be stressful but is also rewarding and fun

You quit stay and corrupt

Yoursquore putting in the time

Committed to your job

You love your job

wwwDecision-Wisecom

Manager Influence on Engagement

36

24

14 14

48

51

4345

12

20

34

32

35

9 9

000

1000

2000

3000

4000

5000

6000

Fully Engaged (n=808) Key Contributor(n=1154)

Opportunity Group(n=292)

Fully Disengaged (n=46)

Em

plo

ye

e E

ng

ag

em

en

t G

rou

ps

(

of

To

tal)

Manager Engagement Groups

Fully Engaged

Key Contributors

Opportunity Group

Fully Disengaged

wwwDecision-Wisecom

Attrition IndexI see myself working at this company this time next year

High Turnover Potential Moderate Turnover Potential

Engagement Category1-Strongly Disagree

2-Disagree 3-Neutral 4-Agree5-Strongly

Agree

Fully Engagedn=305

0 2 5 21 72

Key Contributor n=651

0 4 21 53 22

Opportunity n=318

3 4 55 30 8

Fully Disengaged n=54

43 28 17 12 0

wwwDecision-Wisecom

Customer SatisfactionLocations with the greatest gains and top 10 percent of engagement scores shows the greatest increase in customer satisfaction

270

197

074

020005

000

050

100

150

200

250

300

Greatest Gains Top 10 Overall Average Bottom 10 Greatest Losses

Cu

sto

me

r S

atis

fact

ion

Var

ian

ce

Fully Engaged Group Variance

Customer Satisfaction Variance by

Fully Engaged Group Variance (year over year)

wwwDecision-Wisecom

Workers Compensation Claims

Percent of employees with claims

91

66

5058

00

20

40

60

80

100

Fully Disengaged (n=66) Opportunity Group (n=182) Key Contributor (n=635) Fully Engaged (n=589)

wwwDecision-Wisecom

Union Vulnerability

The following table shows the results of the 2013 Union Vulnerability Index

Category(Mean Score Range)

High

Vulnerability(lt249)

Opportunity(25-349)

Moderate

Vulnerability(35-449)

Low Vulnerability(gt45)

2011 Percentage 10 26 44 21

2012 Percentage 10 17 33 41

2013 Percentage 12 26 43 19

Note Totals may vary slightly due to rounding

wwwDecision-Wisecom

Engagement Migration Analysis

wwwDecision-Wisecom

Organization Goal Caring

ldquoThis organization cares about employeesrdquo

1 Senior leaders need to be visible

2 Daily rounds initiative ldquoRoundingrdquo

3 One hour of open-office time each day

4 Added question ldquoThe leaders of my department are visible on a regular basisrdquo

4

wwwDecision-Wisecom

Organization Goals

6 Best Practices

1 Sponsorship Strong aligned leadership

2 Direction Set at the top

3 Alignment ldquoI see how my work fits into overall missionrdquo

4 Transparency ldquoI trust that senior leadership is looking out for merdquo

5 Communication (employee voice) ldquoSuggestions for improvement are listened to and taken

seriouslyrdquo

6 Progress reports Feedback and accountability

wwwDecision-Wisecom

32

28

17

23

Upward

Stayed the Same

Downward

Donrsquot know

Companies with Engagement Trending UpwardBased on any employee survey results over the past 3 years has the overall level of Employee Engagement in your organization trendedhellip

32 of companies report that engagement in their organization has increased over the past three years 28 report engagement has stayed the same and 17 say that it has actually gone down

wwwDecision-Wisecom

About DecisionWise

Founded 1996

30 countries

70 languages

200+ clients

One of the fastest growing

private companies in America

wwwDecision-Wisecom

White PapersSamples

White Papers Sample Surveys

wwwDecision-Wisecom

Four Outcome Levels

Transformational

Transactional

wwwDecision-Wisecom

Year 1-3 Roadmap

Year 1 Year 2 Year 3+

Establish Baseline

Confidentiality

Executive planning

Share overall results

Do something

Trend

Demographic breakouts

Results to managers-action planning

Business metrics

Training

Leadership Development

Accountability

Organizational Development

wwwDecision-Wisecom

What is Employee Engagement

Employee engagement is an emotional state where we feel passionate energetic and committed toward

our work

In turn we fully invest our best selves- our hearts spirits minds and hands- in the work we do

wwwDecision-Wisecom

The Engagement Experience

Engagement

Satisfaction

Tran

sform

atio

na

lHearts Spirits Minds and Hands

Contractual

Tran

sac

tion

al

wwwDecision-Wisecom

The Engagement Experience

Satisfaction

Tran

sform

atio

na

lHearts Spirits Minds and Hands

Contractual

Tran

sac

tion

al

M A G I CMeaning Autonomy Growth Impact Connection

wwwDecision-Wisecom

We Wrote the Book on Engagement

wwwDecision-Wisecom

Anchor Questions

1 It is easy to become absorbed in my job

2 I find enjoyment in the job that I perform

3 I would recommend this organization as a great place to work

4 My job is stimulating and energizing

5 If given a choice I would remain with this organization even if a

job with similar pay and benefits were available elsewhere

6 Overall I love my job

wwwDecision-Wisecom

Engagement Index

4

18

46

32

0

10

20

30

40

50

60

70

80

90

100

Fully Engaged

Key Contributors

Opportunity Group

Fully Disengaged

wwwDecision-Wisecom

Engagement Spectrum

Fully

Disengaged

Opportunity

Group

Key

Contributor

Fully

Engaged

Make sarcastic jokes about work

Spend significant time taking care of

personal needs

Stick to what you know and take few

risks

Feel stretched beyond your

comfort zone

Speak poorly about the company and

leaders

Do just enough to get by and not get in

trouble

Respond well to leadership

Take personal satisfaction in the

quality of your work

Look for ways to find blame

Pay is a big reason why you stay

Rarely stretched by assignments

Work can be stressful but is also rewarding and fun

You quit stay and corrupt

Yoursquore putting in the time

Committed to your job

You love your job

wwwDecision-Wisecom

Manager Influence on Engagement

36

24

14 14

48

51

4345

12

20

34

32

35

9 9

000

1000

2000

3000

4000

5000

6000

Fully Engaged (n=808) Key Contributor(n=1154)

Opportunity Group(n=292)

Fully Disengaged (n=46)

Em

plo

ye

e E

ng

ag

em

en

t G

rou

ps

(

of

To

tal)

Manager Engagement Groups

Fully Engaged

Key Contributors

Opportunity Group

Fully Disengaged

wwwDecision-Wisecom

Attrition IndexI see myself working at this company this time next year

High Turnover Potential Moderate Turnover Potential

Engagement Category1-Strongly Disagree

2-Disagree 3-Neutral 4-Agree5-Strongly

Agree

Fully Engagedn=305

0 2 5 21 72

Key Contributor n=651

0 4 21 53 22

Opportunity n=318

3 4 55 30 8

Fully Disengaged n=54

43 28 17 12 0

wwwDecision-Wisecom

Customer SatisfactionLocations with the greatest gains and top 10 percent of engagement scores shows the greatest increase in customer satisfaction

270

197

074

020005

000

050

100

150

200

250

300

Greatest Gains Top 10 Overall Average Bottom 10 Greatest Losses

Cu

sto

me

r S

atis

fact

ion

Var

ian

ce

Fully Engaged Group Variance

Customer Satisfaction Variance by

Fully Engaged Group Variance (year over year)

wwwDecision-Wisecom

Workers Compensation Claims

Percent of employees with claims

91

66

5058

00

20

40

60

80

100

Fully Disengaged (n=66) Opportunity Group (n=182) Key Contributor (n=635) Fully Engaged (n=589)

wwwDecision-Wisecom

Union Vulnerability

The following table shows the results of the 2013 Union Vulnerability Index

Category(Mean Score Range)

High

Vulnerability(lt249)

Opportunity(25-349)

Moderate

Vulnerability(35-449)

Low Vulnerability(gt45)

2011 Percentage 10 26 44 21

2012 Percentage 10 17 33 41

2013 Percentage 12 26 43 19

Note Totals may vary slightly due to rounding

wwwDecision-Wisecom

Engagement Migration Analysis

wwwDecision-Wisecom

Organization Goal Caring

ldquoThis organization cares about employeesrdquo

1 Senior leaders need to be visible

2 Daily rounds initiative ldquoRoundingrdquo

3 One hour of open-office time each day

4 Added question ldquoThe leaders of my department are visible on a regular basisrdquo

4

wwwDecision-Wisecom

Organization Goals

6 Best Practices

1 Sponsorship Strong aligned leadership

2 Direction Set at the top

3 Alignment ldquoI see how my work fits into overall missionrdquo

4 Transparency ldquoI trust that senior leadership is looking out for merdquo

5 Communication (employee voice) ldquoSuggestions for improvement are listened to and taken

seriouslyrdquo

6 Progress reports Feedback and accountability

wwwDecision-Wisecom

32

28

17

23

Upward

Stayed the Same

Downward

Donrsquot know

Companies with Engagement Trending UpwardBased on any employee survey results over the past 3 years has the overall level of Employee Engagement in your organization trendedhellip

32 of companies report that engagement in their organization has increased over the past three years 28 report engagement has stayed the same and 17 say that it has actually gone down

wwwDecision-Wisecom

White PapersSamples

White Papers Sample Surveys

wwwDecision-Wisecom

Four Outcome Levels

Transformational

Transactional

wwwDecision-Wisecom

Year 1-3 Roadmap

Year 1 Year 2 Year 3+

Establish Baseline

Confidentiality

Executive planning

Share overall results

Do something

Trend

Demographic breakouts

Results to managers-action planning

Business metrics

Training

Leadership Development

Accountability

Organizational Development

wwwDecision-Wisecom

What is Employee Engagement

Employee engagement is an emotional state where we feel passionate energetic and committed toward

our work

In turn we fully invest our best selves- our hearts spirits minds and hands- in the work we do

wwwDecision-Wisecom

The Engagement Experience

Engagement

Satisfaction

Tran

sform

atio

na

lHearts Spirits Minds and Hands

Contractual

Tran

sac

tion

al

wwwDecision-Wisecom

The Engagement Experience

Satisfaction

Tran

sform

atio

na

lHearts Spirits Minds and Hands

Contractual

Tran

sac

tion

al

M A G I CMeaning Autonomy Growth Impact Connection

wwwDecision-Wisecom

We Wrote the Book on Engagement

wwwDecision-Wisecom

Anchor Questions

1 It is easy to become absorbed in my job

2 I find enjoyment in the job that I perform

3 I would recommend this organization as a great place to work

4 My job is stimulating and energizing

5 If given a choice I would remain with this organization even if a

job with similar pay and benefits were available elsewhere

6 Overall I love my job

wwwDecision-Wisecom

Engagement Index

4

18

46

32

0

10

20

30

40

50

60

70

80

90

100

Fully Engaged

Key Contributors

Opportunity Group

Fully Disengaged

wwwDecision-Wisecom

Engagement Spectrum

Fully

Disengaged

Opportunity

Group

Key

Contributor

Fully

Engaged

Make sarcastic jokes about work

Spend significant time taking care of

personal needs

Stick to what you know and take few

risks

Feel stretched beyond your

comfort zone

Speak poorly about the company and

leaders

Do just enough to get by and not get in

trouble

Respond well to leadership

Take personal satisfaction in the

quality of your work

Look for ways to find blame

Pay is a big reason why you stay

Rarely stretched by assignments

Work can be stressful but is also rewarding and fun

You quit stay and corrupt

Yoursquore putting in the time

Committed to your job

You love your job

wwwDecision-Wisecom

Manager Influence on Engagement

36

24

14 14

48

51

4345

12

20

34

32

35

9 9

000

1000

2000

3000

4000

5000

6000

Fully Engaged (n=808) Key Contributor(n=1154)

Opportunity Group(n=292)

Fully Disengaged (n=46)

Em

plo

ye

e E

ng

ag

em

en

t G

rou

ps

(

of

To

tal)

Manager Engagement Groups

Fully Engaged

Key Contributors

Opportunity Group

Fully Disengaged

wwwDecision-Wisecom

Attrition IndexI see myself working at this company this time next year

High Turnover Potential Moderate Turnover Potential

Engagement Category1-Strongly Disagree

2-Disagree 3-Neutral 4-Agree5-Strongly

Agree

Fully Engagedn=305

0 2 5 21 72

Key Contributor n=651

0 4 21 53 22

Opportunity n=318

3 4 55 30 8

Fully Disengaged n=54

43 28 17 12 0

wwwDecision-Wisecom

Customer SatisfactionLocations with the greatest gains and top 10 percent of engagement scores shows the greatest increase in customer satisfaction

270

197

074

020005

000

050

100

150

200

250

300

Greatest Gains Top 10 Overall Average Bottom 10 Greatest Losses

Cu

sto

me

r S

atis

fact

ion

Var

ian

ce

Fully Engaged Group Variance

Customer Satisfaction Variance by

Fully Engaged Group Variance (year over year)

wwwDecision-Wisecom

Workers Compensation Claims

Percent of employees with claims

91

66

5058

00

20

40

60

80

100

Fully Disengaged (n=66) Opportunity Group (n=182) Key Contributor (n=635) Fully Engaged (n=589)

wwwDecision-Wisecom

Union Vulnerability

The following table shows the results of the 2013 Union Vulnerability Index

Category(Mean Score Range)

High

Vulnerability(lt249)

Opportunity(25-349)

Moderate

Vulnerability(35-449)

Low Vulnerability(gt45)

2011 Percentage 10 26 44 21

2012 Percentage 10 17 33 41

2013 Percentage 12 26 43 19

Note Totals may vary slightly due to rounding

wwwDecision-Wisecom

Engagement Migration Analysis

wwwDecision-Wisecom

Organization Goal Caring

ldquoThis organization cares about employeesrdquo

1 Senior leaders need to be visible

2 Daily rounds initiative ldquoRoundingrdquo

3 One hour of open-office time each day

4 Added question ldquoThe leaders of my department are visible on a regular basisrdquo

4

wwwDecision-Wisecom

Organization Goals

6 Best Practices

1 Sponsorship Strong aligned leadership

2 Direction Set at the top

3 Alignment ldquoI see how my work fits into overall missionrdquo

4 Transparency ldquoI trust that senior leadership is looking out for merdquo

5 Communication (employee voice) ldquoSuggestions for improvement are listened to and taken

seriouslyrdquo

6 Progress reports Feedback and accountability

wwwDecision-Wisecom

32

28

17

23

Upward

Stayed the Same

Downward

Donrsquot know

Companies with Engagement Trending UpwardBased on any employee survey results over the past 3 years has the overall level of Employee Engagement in your organization trendedhellip

32 of companies report that engagement in their organization has increased over the past three years 28 report engagement has stayed the same and 17 say that it has actually gone down

wwwDecision-Wisecom

Four Outcome Levels

Transformational

Transactional

wwwDecision-Wisecom

Year 1-3 Roadmap

Year 1 Year 2 Year 3+

Establish Baseline

Confidentiality

Executive planning

Share overall results

Do something

Trend

Demographic breakouts

Results to managers-action planning

Business metrics

Training

Leadership Development

Accountability

Organizational Development

wwwDecision-Wisecom

What is Employee Engagement

Employee engagement is an emotional state where we feel passionate energetic and committed toward

our work

In turn we fully invest our best selves- our hearts spirits minds and hands- in the work we do

wwwDecision-Wisecom

The Engagement Experience

Engagement

Satisfaction

Tran

sform

atio

na

lHearts Spirits Minds and Hands

Contractual

Tran

sac

tion

al

wwwDecision-Wisecom

The Engagement Experience

Satisfaction

Tran

sform

atio

na

lHearts Spirits Minds and Hands

Contractual

Tran

sac

tion

al

M A G I CMeaning Autonomy Growth Impact Connection

wwwDecision-Wisecom

We Wrote the Book on Engagement

wwwDecision-Wisecom

Anchor Questions

1 It is easy to become absorbed in my job

2 I find enjoyment in the job that I perform

3 I would recommend this organization as a great place to work

4 My job is stimulating and energizing

5 If given a choice I would remain with this organization even if a

job with similar pay and benefits were available elsewhere

6 Overall I love my job

wwwDecision-Wisecom

Engagement Index

4

18

46

32

0

10

20

30

40

50

60

70

80

90

100

Fully Engaged

Key Contributors

Opportunity Group

Fully Disengaged

wwwDecision-Wisecom

Engagement Spectrum

Fully

Disengaged

Opportunity

Group

Key

Contributor

Fully

Engaged

Make sarcastic jokes about work

Spend significant time taking care of

personal needs

Stick to what you know and take few

risks

Feel stretched beyond your

comfort zone

Speak poorly about the company and

leaders

Do just enough to get by and not get in

trouble

Respond well to leadership

Take personal satisfaction in the

quality of your work

Look for ways to find blame

Pay is a big reason why you stay

Rarely stretched by assignments

Work can be stressful but is also rewarding and fun

You quit stay and corrupt

Yoursquore putting in the time

Committed to your job

You love your job

wwwDecision-Wisecom

Manager Influence on Engagement

36

24

14 14

48

51

4345

12

20

34

32

35

9 9

000

1000

2000

3000

4000

5000

6000

Fully Engaged (n=808) Key Contributor(n=1154)

Opportunity Group(n=292)

Fully Disengaged (n=46)

Em

plo

ye

e E

ng

ag

em

en

t G

rou

ps

(

of

To

tal)

Manager Engagement Groups

Fully Engaged

Key Contributors

Opportunity Group

Fully Disengaged

wwwDecision-Wisecom

Attrition IndexI see myself working at this company this time next year

High Turnover Potential Moderate Turnover Potential

Engagement Category1-Strongly Disagree

2-Disagree 3-Neutral 4-Agree5-Strongly

Agree

Fully Engagedn=305

0 2 5 21 72

Key Contributor n=651

0 4 21 53 22

Opportunity n=318

3 4 55 30 8

Fully Disengaged n=54

43 28 17 12 0

wwwDecision-Wisecom

Customer SatisfactionLocations with the greatest gains and top 10 percent of engagement scores shows the greatest increase in customer satisfaction

270

197

074

020005

000

050

100

150

200

250

300

Greatest Gains Top 10 Overall Average Bottom 10 Greatest Losses

Cu

sto

me

r S

atis

fact

ion

Var

ian

ce

Fully Engaged Group Variance

Customer Satisfaction Variance by

Fully Engaged Group Variance (year over year)

wwwDecision-Wisecom

Workers Compensation Claims

Percent of employees with claims

91

66

5058

00

20

40

60

80

100

Fully Disengaged (n=66) Opportunity Group (n=182) Key Contributor (n=635) Fully Engaged (n=589)

wwwDecision-Wisecom

Union Vulnerability

The following table shows the results of the 2013 Union Vulnerability Index

Category(Mean Score Range)

High

Vulnerability(lt249)

Opportunity(25-349)

Moderate

Vulnerability(35-449)

Low Vulnerability(gt45)

2011 Percentage 10 26 44 21

2012 Percentage 10 17 33 41

2013 Percentage 12 26 43 19

Note Totals may vary slightly due to rounding

wwwDecision-Wisecom

Engagement Migration Analysis

wwwDecision-Wisecom

Organization Goal Caring

ldquoThis organization cares about employeesrdquo

1 Senior leaders need to be visible

2 Daily rounds initiative ldquoRoundingrdquo

3 One hour of open-office time each day

4 Added question ldquoThe leaders of my department are visible on a regular basisrdquo

4

wwwDecision-Wisecom

Organization Goals

6 Best Practices

1 Sponsorship Strong aligned leadership

2 Direction Set at the top

3 Alignment ldquoI see how my work fits into overall missionrdquo

4 Transparency ldquoI trust that senior leadership is looking out for merdquo

5 Communication (employee voice) ldquoSuggestions for improvement are listened to and taken

seriouslyrdquo

6 Progress reports Feedback and accountability

wwwDecision-Wisecom

32

28

17

23

Upward

Stayed the Same

Downward

Donrsquot know

Companies with Engagement Trending UpwardBased on any employee survey results over the past 3 years has the overall level of Employee Engagement in your organization trendedhellip

32 of companies report that engagement in their organization has increased over the past three years 28 report engagement has stayed the same and 17 say that it has actually gone down

wwwDecision-Wisecom

Year 1-3 Roadmap

Year 1 Year 2 Year 3+

Establish Baseline

Confidentiality

Executive planning

Share overall results

Do something

Trend

Demographic breakouts

Results to managers-action planning

Business metrics

Training

Leadership Development

Accountability

Organizational Development

wwwDecision-Wisecom

What is Employee Engagement

Employee engagement is an emotional state where we feel passionate energetic and committed toward

our work

In turn we fully invest our best selves- our hearts spirits minds and hands- in the work we do

wwwDecision-Wisecom

The Engagement Experience

Engagement

Satisfaction

Tran

sform

atio

na

lHearts Spirits Minds and Hands

Contractual

Tran

sac

tion

al

wwwDecision-Wisecom

The Engagement Experience

Satisfaction

Tran

sform

atio

na

lHearts Spirits Minds and Hands

Contractual

Tran

sac

tion

al

M A G I CMeaning Autonomy Growth Impact Connection

wwwDecision-Wisecom

We Wrote the Book on Engagement

wwwDecision-Wisecom

Anchor Questions

1 It is easy to become absorbed in my job

2 I find enjoyment in the job that I perform

3 I would recommend this organization as a great place to work

4 My job is stimulating and energizing

5 If given a choice I would remain with this organization even if a

job with similar pay and benefits were available elsewhere

6 Overall I love my job

wwwDecision-Wisecom

Engagement Index

4

18

46

32

0

10

20

30

40

50

60

70

80

90

100

Fully Engaged

Key Contributors

Opportunity Group

Fully Disengaged

wwwDecision-Wisecom

Engagement Spectrum

Fully

Disengaged

Opportunity

Group

Key

Contributor

Fully

Engaged

Make sarcastic jokes about work

Spend significant time taking care of

personal needs

Stick to what you know and take few

risks

Feel stretched beyond your

comfort zone

Speak poorly about the company and

leaders

Do just enough to get by and not get in

trouble

Respond well to leadership

Take personal satisfaction in the

quality of your work

Look for ways to find blame

Pay is a big reason why you stay

Rarely stretched by assignments

Work can be stressful but is also rewarding and fun

You quit stay and corrupt

Yoursquore putting in the time

Committed to your job

You love your job

wwwDecision-Wisecom

Manager Influence on Engagement

36

24

14 14

48

51

4345

12

20

34

32

35

9 9

000

1000

2000

3000

4000

5000

6000

Fully Engaged (n=808) Key Contributor(n=1154)

Opportunity Group(n=292)

Fully Disengaged (n=46)

Em

plo

ye

e E

ng

ag

em

en

t G

rou

ps

(

of

To

tal)

Manager Engagement Groups

Fully Engaged

Key Contributors

Opportunity Group

Fully Disengaged

wwwDecision-Wisecom

Attrition IndexI see myself working at this company this time next year

High Turnover Potential Moderate Turnover Potential

Engagement Category1-Strongly Disagree

2-Disagree 3-Neutral 4-Agree5-Strongly

Agree

Fully Engagedn=305

0 2 5 21 72

Key Contributor n=651

0 4 21 53 22

Opportunity n=318

3 4 55 30 8

Fully Disengaged n=54

43 28 17 12 0

wwwDecision-Wisecom

Customer SatisfactionLocations with the greatest gains and top 10 percent of engagement scores shows the greatest increase in customer satisfaction

270

197

074

020005

000

050

100

150

200

250

300

Greatest Gains Top 10 Overall Average Bottom 10 Greatest Losses

Cu

sto

me

r S

atis

fact

ion

Var

ian

ce

Fully Engaged Group Variance

Customer Satisfaction Variance by

Fully Engaged Group Variance (year over year)

wwwDecision-Wisecom

Workers Compensation Claims

Percent of employees with claims

91

66

5058

00

20

40

60

80

100

Fully Disengaged (n=66) Opportunity Group (n=182) Key Contributor (n=635) Fully Engaged (n=589)

wwwDecision-Wisecom

Union Vulnerability

The following table shows the results of the 2013 Union Vulnerability Index

Category(Mean Score Range)

High

Vulnerability(lt249)

Opportunity(25-349)

Moderate

Vulnerability(35-449)

Low Vulnerability(gt45)

2011 Percentage 10 26 44 21

2012 Percentage 10 17 33 41

2013 Percentage 12 26 43 19

Note Totals may vary slightly due to rounding

wwwDecision-Wisecom

Engagement Migration Analysis

wwwDecision-Wisecom

Organization Goal Caring

ldquoThis organization cares about employeesrdquo

1 Senior leaders need to be visible

2 Daily rounds initiative ldquoRoundingrdquo

3 One hour of open-office time each day

4 Added question ldquoThe leaders of my department are visible on a regular basisrdquo

4

wwwDecision-Wisecom

Organization Goals

6 Best Practices

1 Sponsorship Strong aligned leadership

2 Direction Set at the top

3 Alignment ldquoI see how my work fits into overall missionrdquo

4 Transparency ldquoI trust that senior leadership is looking out for merdquo

5 Communication (employee voice) ldquoSuggestions for improvement are listened to and taken

seriouslyrdquo

6 Progress reports Feedback and accountability

wwwDecision-Wisecom

32

28

17

23

Upward

Stayed the Same

Downward

Donrsquot know

Companies with Engagement Trending UpwardBased on any employee survey results over the past 3 years has the overall level of Employee Engagement in your organization trendedhellip

32 of companies report that engagement in their organization has increased over the past three years 28 report engagement has stayed the same and 17 say that it has actually gone down

wwwDecision-Wisecom

What is Employee Engagement

Employee engagement is an emotional state where we feel passionate energetic and committed toward

our work

In turn we fully invest our best selves- our hearts spirits minds and hands- in the work we do

wwwDecision-Wisecom

The Engagement Experience

Engagement

Satisfaction

Tran

sform

atio

na

lHearts Spirits Minds and Hands

Contractual

Tran

sac

tion

al

wwwDecision-Wisecom

The Engagement Experience

Satisfaction

Tran

sform

atio

na

lHearts Spirits Minds and Hands

Contractual

Tran

sac

tion

al

M A G I CMeaning Autonomy Growth Impact Connection

wwwDecision-Wisecom

We Wrote the Book on Engagement

wwwDecision-Wisecom

Anchor Questions

1 It is easy to become absorbed in my job

2 I find enjoyment in the job that I perform

3 I would recommend this organization as a great place to work

4 My job is stimulating and energizing

5 If given a choice I would remain with this organization even if a

job with similar pay and benefits were available elsewhere

6 Overall I love my job

wwwDecision-Wisecom

Engagement Index

4

18

46

32

0

10

20

30

40

50

60

70

80

90

100

Fully Engaged

Key Contributors

Opportunity Group

Fully Disengaged

wwwDecision-Wisecom

Engagement Spectrum

Fully

Disengaged

Opportunity

Group

Key

Contributor

Fully

Engaged

Make sarcastic jokes about work

Spend significant time taking care of

personal needs

Stick to what you know and take few

risks

Feel stretched beyond your

comfort zone

Speak poorly about the company and

leaders

Do just enough to get by and not get in

trouble

Respond well to leadership

Take personal satisfaction in the

quality of your work

Look for ways to find blame

Pay is a big reason why you stay

Rarely stretched by assignments

Work can be stressful but is also rewarding and fun

You quit stay and corrupt

Yoursquore putting in the time

Committed to your job

You love your job

wwwDecision-Wisecom

Manager Influence on Engagement

36

24

14 14

48

51

4345

12

20

34

32

35

9 9

000

1000

2000

3000

4000

5000

6000

Fully Engaged (n=808) Key Contributor(n=1154)

Opportunity Group(n=292)

Fully Disengaged (n=46)

Em

plo

ye

e E

ng

ag

em

en

t G

rou

ps

(

of

To

tal)

Manager Engagement Groups

Fully Engaged

Key Contributors

Opportunity Group

Fully Disengaged

wwwDecision-Wisecom

Attrition IndexI see myself working at this company this time next year

High Turnover Potential Moderate Turnover Potential

Engagement Category1-Strongly Disagree

2-Disagree 3-Neutral 4-Agree5-Strongly

Agree

Fully Engagedn=305

0 2 5 21 72

Key Contributor n=651

0 4 21 53 22

Opportunity n=318

3 4 55 30 8

Fully Disengaged n=54

43 28 17 12 0

wwwDecision-Wisecom

Customer SatisfactionLocations with the greatest gains and top 10 percent of engagement scores shows the greatest increase in customer satisfaction

270

197

074

020005

000

050

100

150

200

250

300

Greatest Gains Top 10 Overall Average Bottom 10 Greatest Losses

Cu

sto

me

r S

atis

fact

ion

Var

ian

ce

Fully Engaged Group Variance

Customer Satisfaction Variance by

Fully Engaged Group Variance (year over year)

wwwDecision-Wisecom

Workers Compensation Claims

Percent of employees with claims

91

66

5058

00

20

40

60

80

100

Fully Disengaged (n=66) Opportunity Group (n=182) Key Contributor (n=635) Fully Engaged (n=589)

wwwDecision-Wisecom

Union Vulnerability

The following table shows the results of the 2013 Union Vulnerability Index

Category(Mean Score Range)

High

Vulnerability(lt249)

Opportunity(25-349)

Moderate

Vulnerability(35-449)

Low Vulnerability(gt45)

2011 Percentage 10 26 44 21

2012 Percentage 10 17 33 41

2013 Percentage 12 26 43 19

Note Totals may vary slightly due to rounding

wwwDecision-Wisecom

Engagement Migration Analysis

wwwDecision-Wisecom

Organization Goal Caring

ldquoThis organization cares about employeesrdquo

1 Senior leaders need to be visible

2 Daily rounds initiative ldquoRoundingrdquo

3 One hour of open-office time each day

4 Added question ldquoThe leaders of my department are visible on a regular basisrdquo

4

wwwDecision-Wisecom

Organization Goals

6 Best Practices

1 Sponsorship Strong aligned leadership

2 Direction Set at the top

3 Alignment ldquoI see how my work fits into overall missionrdquo

4 Transparency ldquoI trust that senior leadership is looking out for merdquo

5 Communication (employee voice) ldquoSuggestions for improvement are listened to and taken

seriouslyrdquo

6 Progress reports Feedback and accountability

wwwDecision-Wisecom

32

28

17

23

Upward

Stayed the Same

Downward

Donrsquot know

Companies with Engagement Trending UpwardBased on any employee survey results over the past 3 years has the overall level of Employee Engagement in your organization trendedhellip

32 of companies report that engagement in their organization has increased over the past three years 28 report engagement has stayed the same and 17 say that it has actually gone down

wwwDecision-Wisecom

The Engagement Experience

Engagement

Satisfaction

Tran

sform

atio

na

lHearts Spirits Minds and Hands

Contractual

Tran

sac

tion

al

wwwDecision-Wisecom

The Engagement Experience

Satisfaction

Tran

sform

atio

na

lHearts Spirits Minds and Hands

Contractual

Tran

sac

tion

al

M A G I CMeaning Autonomy Growth Impact Connection

wwwDecision-Wisecom

We Wrote the Book on Engagement

wwwDecision-Wisecom

Anchor Questions

1 It is easy to become absorbed in my job

2 I find enjoyment in the job that I perform

3 I would recommend this organization as a great place to work

4 My job is stimulating and energizing

5 If given a choice I would remain with this organization even if a

job with similar pay and benefits were available elsewhere

6 Overall I love my job

wwwDecision-Wisecom

Engagement Index

4

18

46

32

0

10

20

30

40

50

60

70

80

90

100

Fully Engaged

Key Contributors

Opportunity Group

Fully Disengaged

wwwDecision-Wisecom

Engagement Spectrum

Fully

Disengaged

Opportunity

Group

Key

Contributor

Fully

Engaged

Make sarcastic jokes about work

Spend significant time taking care of

personal needs

Stick to what you know and take few

risks

Feel stretched beyond your

comfort zone

Speak poorly about the company and

leaders

Do just enough to get by and not get in

trouble

Respond well to leadership

Take personal satisfaction in the

quality of your work

Look for ways to find blame

Pay is a big reason why you stay

Rarely stretched by assignments

Work can be stressful but is also rewarding and fun

You quit stay and corrupt

Yoursquore putting in the time

Committed to your job

You love your job

wwwDecision-Wisecom

Manager Influence on Engagement

36

24

14 14

48

51

4345

12

20

34

32

35

9 9

000

1000

2000

3000

4000

5000

6000

Fully Engaged (n=808) Key Contributor(n=1154)

Opportunity Group(n=292)

Fully Disengaged (n=46)

Em

plo

ye

e E

ng

ag

em

en

t G

rou

ps

(

of

To

tal)

Manager Engagement Groups

Fully Engaged

Key Contributors

Opportunity Group

Fully Disengaged

wwwDecision-Wisecom

Attrition IndexI see myself working at this company this time next year

High Turnover Potential Moderate Turnover Potential

Engagement Category1-Strongly Disagree

2-Disagree 3-Neutral 4-Agree5-Strongly

Agree

Fully Engagedn=305

0 2 5 21 72

Key Contributor n=651

0 4 21 53 22

Opportunity n=318

3 4 55 30 8

Fully Disengaged n=54

43 28 17 12 0

wwwDecision-Wisecom

Customer SatisfactionLocations with the greatest gains and top 10 percent of engagement scores shows the greatest increase in customer satisfaction

270

197

074

020005

000

050

100

150

200

250

300

Greatest Gains Top 10 Overall Average Bottom 10 Greatest Losses

Cu

sto

me

r S

atis

fact

ion

Var

ian

ce

Fully Engaged Group Variance

Customer Satisfaction Variance by

Fully Engaged Group Variance (year over year)

wwwDecision-Wisecom

Workers Compensation Claims

Percent of employees with claims

91

66

5058

00

20

40

60

80

100

Fully Disengaged (n=66) Opportunity Group (n=182) Key Contributor (n=635) Fully Engaged (n=589)

wwwDecision-Wisecom

Union Vulnerability

The following table shows the results of the 2013 Union Vulnerability Index

Category(Mean Score Range)

High

Vulnerability(lt249)

Opportunity(25-349)

Moderate

Vulnerability(35-449)

Low Vulnerability(gt45)

2011 Percentage 10 26 44 21

2012 Percentage 10 17 33 41

2013 Percentage 12 26 43 19

Note Totals may vary slightly due to rounding

wwwDecision-Wisecom

Engagement Migration Analysis

wwwDecision-Wisecom

Organization Goal Caring

ldquoThis organization cares about employeesrdquo

1 Senior leaders need to be visible

2 Daily rounds initiative ldquoRoundingrdquo

3 One hour of open-office time each day

4 Added question ldquoThe leaders of my department are visible on a regular basisrdquo

4

wwwDecision-Wisecom

Organization Goals

6 Best Practices

1 Sponsorship Strong aligned leadership

2 Direction Set at the top

3 Alignment ldquoI see how my work fits into overall missionrdquo

4 Transparency ldquoI trust that senior leadership is looking out for merdquo

5 Communication (employee voice) ldquoSuggestions for improvement are listened to and taken

seriouslyrdquo

6 Progress reports Feedback and accountability

wwwDecision-Wisecom

32

28

17

23

Upward

Stayed the Same

Downward

Donrsquot know

Companies with Engagement Trending UpwardBased on any employee survey results over the past 3 years has the overall level of Employee Engagement in your organization trendedhellip

32 of companies report that engagement in their organization has increased over the past three years 28 report engagement has stayed the same and 17 say that it has actually gone down

wwwDecision-Wisecom

The Engagement Experience

Satisfaction

Tran

sform

atio

na

lHearts Spirits Minds and Hands

Contractual

Tran

sac

tion

al

M A G I CMeaning Autonomy Growth Impact Connection

wwwDecision-Wisecom

We Wrote the Book on Engagement

wwwDecision-Wisecom

Anchor Questions

1 It is easy to become absorbed in my job

2 I find enjoyment in the job that I perform

3 I would recommend this organization as a great place to work

4 My job is stimulating and energizing

5 If given a choice I would remain with this organization even if a

job with similar pay and benefits were available elsewhere

6 Overall I love my job

wwwDecision-Wisecom

Engagement Index

4

18

46

32

0

10

20

30

40

50

60

70

80

90

100

Fully Engaged

Key Contributors

Opportunity Group

Fully Disengaged

wwwDecision-Wisecom

Engagement Spectrum

Fully

Disengaged

Opportunity

Group

Key

Contributor

Fully

Engaged

Make sarcastic jokes about work

Spend significant time taking care of

personal needs

Stick to what you know and take few

risks

Feel stretched beyond your

comfort zone

Speak poorly about the company and

leaders

Do just enough to get by and not get in

trouble

Respond well to leadership

Take personal satisfaction in the

quality of your work

Look for ways to find blame

Pay is a big reason why you stay

Rarely stretched by assignments

Work can be stressful but is also rewarding and fun

You quit stay and corrupt

Yoursquore putting in the time

Committed to your job

You love your job

wwwDecision-Wisecom

Manager Influence on Engagement

36

24

14 14

48

51

4345

12

20

34

32

35

9 9

000

1000

2000

3000

4000

5000

6000

Fully Engaged (n=808) Key Contributor(n=1154)

Opportunity Group(n=292)

Fully Disengaged (n=46)

Em

plo

ye

e E

ng

ag

em

en

t G

rou

ps

(

of

To

tal)

Manager Engagement Groups

Fully Engaged

Key Contributors

Opportunity Group

Fully Disengaged

wwwDecision-Wisecom

Attrition IndexI see myself working at this company this time next year

High Turnover Potential Moderate Turnover Potential

Engagement Category1-Strongly Disagree

2-Disagree 3-Neutral 4-Agree5-Strongly

Agree

Fully Engagedn=305

0 2 5 21 72

Key Contributor n=651

0 4 21 53 22

Opportunity n=318

3 4 55 30 8

Fully Disengaged n=54

43 28 17 12 0

wwwDecision-Wisecom

Customer SatisfactionLocations with the greatest gains and top 10 percent of engagement scores shows the greatest increase in customer satisfaction

270

197

074

020005

000

050

100

150

200

250

300

Greatest Gains Top 10 Overall Average Bottom 10 Greatest Losses

Cu

sto

me

r S

atis

fact

ion

Var

ian

ce

Fully Engaged Group Variance

Customer Satisfaction Variance by

Fully Engaged Group Variance (year over year)

wwwDecision-Wisecom

Workers Compensation Claims

Percent of employees with claims

91

66

5058

00

20

40

60

80

100

Fully Disengaged (n=66) Opportunity Group (n=182) Key Contributor (n=635) Fully Engaged (n=589)

wwwDecision-Wisecom

Union Vulnerability

The following table shows the results of the 2013 Union Vulnerability Index

Category(Mean Score Range)

High

Vulnerability(lt249)

Opportunity(25-349)

Moderate

Vulnerability(35-449)

Low Vulnerability(gt45)

2011 Percentage 10 26 44 21

2012 Percentage 10 17 33 41

2013 Percentage 12 26 43 19

Note Totals may vary slightly due to rounding

wwwDecision-Wisecom

Engagement Migration Analysis

wwwDecision-Wisecom

Organization Goal Caring

ldquoThis organization cares about employeesrdquo

1 Senior leaders need to be visible

2 Daily rounds initiative ldquoRoundingrdquo

3 One hour of open-office time each day

4 Added question ldquoThe leaders of my department are visible on a regular basisrdquo

4

wwwDecision-Wisecom

Organization Goals

6 Best Practices

1 Sponsorship Strong aligned leadership

2 Direction Set at the top

3 Alignment ldquoI see how my work fits into overall missionrdquo

4 Transparency ldquoI trust that senior leadership is looking out for merdquo

5 Communication (employee voice) ldquoSuggestions for improvement are listened to and taken

seriouslyrdquo

6 Progress reports Feedback and accountability

wwwDecision-Wisecom

32

28

17

23

Upward

Stayed the Same

Downward

Donrsquot know

Companies with Engagement Trending UpwardBased on any employee survey results over the past 3 years has the overall level of Employee Engagement in your organization trendedhellip

32 of companies report that engagement in their organization has increased over the past three years 28 report engagement has stayed the same and 17 say that it has actually gone down

wwwDecision-Wisecom

We Wrote the Book on Engagement

wwwDecision-Wisecom

Anchor Questions

1 It is easy to become absorbed in my job

2 I find enjoyment in the job that I perform

3 I would recommend this organization as a great place to work

4 My job is stimulating and energizing

5 If given a choice I would remain with this organization even if a

job with similar pay and benefits were available elsewhere

6 Overall I love my job

wwwDecision-Wisecom

Engagement Index

4

18

46

32

0

10

20

30

40

50

60

70

80

90

100

Fully Engaged

Key Contributors

Opportunity Group

Fully Disengaged

wwwDecision-Wisecom

Engagement Spectrum

Fully

Disengaged

Opportunity

Group

Key

Contributor

Fully

Engaged

Make sarcastic jokes about work

Spend significant time taking care of

personal needs

Stick to what you know and take few

risks

Feel stretched beyond your

comfort zone

Speak poorly about the company and

leaders

Do just enough to get by and not get in

trouble

Respond well to leadership

Take personal satisfaction in the

quality of your work

Look for ways to find blame

Pay is a big reason why you stay

Rarely stretched by assignments

Work can be stressful but is also rewarding and fun

You quit stay and corrupt

Yoursquore putting in the time

Committed to your job

You love your job

wwwDecision-Wisecom

Manager Influence on Engagement

36

24

14 14

48

51

4345

12

20

34

32

35

9 9

000

1000

2000

3000

4000

5000

6000

Fully Engaged (n=808) Key Contributor(n=1154)

Opportunity Group(n=292)

Fully Disengaged (n=46)

Em

plo

ye

e E

ng

ag

em

en

t G

rou

ps

(

of

To

tal)

Manager Engagement Groups

Fully Engaged

Key Contributors

Opportunity Group

Fully Disengaged

wwwDecision-Wisecom

Attrition IndexI see myself working at this company this time next year

High Turnover Potential Moderate Turnover Potential

Engagement Category1-Strongly Disagree

2-Disagree 3-Neutral 4-Agree5-Strongly

Agree

Fully Engagedn=305

0 2 5 21 72

Key Contributor n=651

0 4 21 53 22

Opportunity n=318

3 4 55 30 8

Fully Disengaged n=54

43 28 17 12 0

wwwDecision-Wisecom

Customer SatisfactionLocations with the greatest gains and top 10 percent of engagement scores shows the greatest increase in customer satisfaction

270

197

074

020005

000

050

100

150

200

250

300

Greatest Gains Top 10 Overall Average Bottom 10 Greatest Losses

Cu

sto

me

r S

atis

fact

ion

Var

ian

ce

Fully Engaged Group Variance

Customer Satisfaction Variance by

Fully Engaged Group Variance (year over year)

wwwDecision-Wisecom

Workers Compensation Claims

Percent of employees with claims

91

66

5058

00

20

40

60

80

100

Fully Disengaged (n=66) Opportunity Group (n=182) Key Contributor (n=635) Fully Engaged (n=589)

wwwDecision-Wisecom

Union Vulnerability

The following table shows the results of the 2013 Union Vulnerability Index

Category(Mean Score Range)

High

Vulnerability(lt249)

Opportunity(25-349)

Moderate

Vulnerability(35-449)

Low Vulnerability(gt45)

2011 Percentage 10 26 44 21

2012 Percentage 10 17 33 41

2013 Percentage 12 26 43 19

Note Totals may vary slightly due to rounding

wwwDecision-Wisecom

Engagement Migration Analysis

wwwDecision-Wisecom

Organization Goal Caring

ldquoThis organization cares about employeesrdquo

1 Senior leaders need to be visible

2 Daily rounds initiative ldquoRoundingrdquo

3 One hour of open-office time each day

4 Added question ldquoThe leaders of my department are visible on a regular basisrdquo

4

wwwDecision-Wisecom

Organization Goals

6 Best Practices

1 Sponsorship Strong aligned leadership

2 Direction Set at the top

3 Alignment ldquoI see how my work fits into overall missionrdquo

4 Transparency ldquoI trust that senior leadership is looking out for merdquo

5 Communication (employee voice) ldquoSuggestions for improvement are listened to and taken

seriouslyrdquo

6 Progress reports Feedback and accountability

wwwDecision-Wisecom

32

28

17

23

Upward

Stayed the Same

Downward

Donrsquot know

Companies with Engagement Trending UpwardBased on any employee survey results over the past 3 years has the overall level of Employee Engagement in your organization trendedhellip

32 of companies report that engagement in their organization has increased over the past three years 28 report engagement has stayed the same and 17 say that it has actually gone down

wwwDecision-Wisecom

Anchor Questions

1 It is easy to become absorbed in my job

2 I find enjoyment in the job that I perform

3 I would recommend this organization as a great place to work

4 My job is stimulating and energizing

5 If given a choice I would remain with this organization even if a

job with similar pay and benefits were available elsewhere

6 Overall I love my job

wwwDecision-Wisecom

Engagement Index

4

18

46

32

0

10

20

30

40

50

60

70

80

90

100

Fully Engaged

Key Contributors

Opportunity Group

Fully Disengaged

wwwDecision-Wisecom

Engagement Spectrum

Fully

Disengaged

Opportunity

Group

Key

Contributor

Fully

Engaged

Make sarcastic jokes about work

Spend significant time taking care of

personal needs

Stick to what you know and take few

risks

Feel stretched beyond your

comfort zone

Speak poorly about the company and

leaders

Do just enough to get by and not get in

trouble

Respond well to leadership

Take personal satisfaction in the

quality of your work

Look for ways to find blame

Pay is a big reason why you stay

Rarely stretched by assignments

Work can be stressful but is also rewarding and fun

You quit stay and corrupt

Yoursquore putting in the time

Committed to your job

You love your job

wwwDecision-Wisecom

Manager Influence on Engagement

36

24

14 14

48

51

4345

12

20

34

32

35

9 9

000

1000

2000

3000

4000

5000

6000

Fully Engaged (n=808) Key Contributor(n=1154)

Opportunity Group(n=292)

Fully Disengaged (n=46)

Em

plo

ye

e E

ng

ag

em

en

t G

rou

ps

(

of

To

tal)

Manager Engagement Groups

Fully Engaged

Key Contributors

Opportunity Group

Fully Disengaged

wwwDecision-Wisecom

Attrition IndexI see myself working at this company this time next year

High Turnover Potential Moderate Turnover Potential

Engagement Category1-Strongly Disagree

2-Disagree 3-Neutral 4-Agree5-Strongly

Agree

Fully Engagedn=305

0 2 5 21 72

Key Contributor n=651

0 4 21 53 22

Opportunity n=318

3 4 55 30 8

Fully Disengaged n=54

43 28 17 12 0

wwwDecision-Wisecom

Customer SatisfactionLocations with the greatest gains and top 10 percent of engagement scores shows the greatest increase in customer satisfaction

270

197

074

020005

000

050

100

150

200

250

300

Greatest Gains Top 10 Overall Average Bottom 10 Greatest Losses

Cu

sto

me

r S

atis

fact

ion

Var

ian

ce

Fully Engaged Group Variance

Customer Satisfaction Variance by

Fully Engaged Group Variance (year over year)

wwwDecision-Wisecom

Workers Compensation Claims

Percent of employees with claims

91

66

5058

00

20

40

60

80

100

Fully Disengaged (n=66) Opportunity Group (n=182) Key Contributor (n=635) Fully Engaged (n=589)

wwwDecision-Wisecom

Union Vulnerability

The following table shows the results of the 2013 Union Vulnerability Index

Category(Mean Score Range)

High

Vulnerability(lt249)

Opportunity(25-349)

Moderate

Vulnerability(35-449)

Low Vulnerability(gt45)

2011 Percentage 10 26 44 21

2012 Percentage 10 17 33 41

2013 Percentage 12 26 43 19

Note Totals may vary slightly due to rounding

wwwDecision-Wisecom

Engagement Migration Analysis

wwwDecision-Wisecom

Organization Goal Caring

ldquoThis organization cares about employeesrdquo

1 Senior leaders need to be visible

2 Daily rounds initiative ldquoRoundingrdquo

3 One hour of open-office time each day

4 Added question ldquoThe leaders of my department are visible on a regular basisrdquo

4

wwwDecision-Wisecom

Organization Goals

6 Best Practices

1 Sponsorship Strong aligned leadership

2 Direction Set at the top

3 Alignment ldquoI see how my work fits into overall missionrdquo

4 Transparency ldquoI trust that senior leadership is looking out for merdquo

5 Communication (employee voice) ldquoSuggestions for improvement are listened to and taken

seriouslyrdquo

6 Progress reports Feedback and accountability

wwwDecision-Wisecom

32

28

17

23

Upward

Stayed the Same

Downward

Donrsquot know

Companies with Engagement Trending UpwardBased on any employee survey results over the past 3 years has the overall level of Employee Engagement in your organization trendedhellip

32 of companies report that engagement in their organization has increased over the past three years 28 report engagement has stayed the same and 17 say that it has actually gone down

wwwDecision-Wisecom

Engagement Index

4

18

46

32

0

10

20

30

40

50

60

70

80

90

100

Fully Engaged

Key Contributors

Opportunity Group

Fully Disengaged

wwwDecision-Wisecom

Engagement Spectrum

Fully

Disengaged

Opportunity

Group

Key

Contributor

Fully

Engaged

Make sarcastic jokes about work

Spend significant time taking care of

personal needs

Stick to what you know and take few

risks

Feel stretched beyond your

comfort zone

Speak poorly about the company and

leaders

Do just enough to get by and not get in

trouble

Respond well to leadership

Take personal satisfaction in the

quality of your work

Look for ways to find blame

Pay is a big reason why you stay

Rarely stretched by assignments

Work can be stressful but is also rewarding and fun

You quit stay and corrupt

Yoursquore putting in the time

Committed to your job

You love your job

wwwDecision-Wisecom

Manager Influence on Engagement

36

24

14 14

48

51

4345

12

20

34

32

35

9 9

000

1000

2000

3000

4000

5000

6000

Fully Engaged (n=808) Key Contributor(n=1154)

Opportunity Group(n=292)

Fully Disengaged (n=46)

Em

plo

ye

e E

ng

ag

em

en

t G

rou

ps

(

of

To

tal)

Manager Engagement Groups

Fully Engaged

Key Contributors

Opportunity Group

Fully Disengaged

wwwDecision-Wisecom

Attrition IndexI see myself working at this company this time next year

High Turnover Potential Moderate Turnover Potential

Engagement Category1-Strongly Disagree

2-Disagree 3-Neutral 4-Agree5-Strongly

Agree

Fully Engagedn=305

0 2 5 21 72

Key Contributor n=651

0 4 21 53 22

Opportunity n=318

3 4 55 30 8

Fully Disengaged n=54

43 28 17 12 0

wwwDecision-Wisecom

Customer SatisfactionLocations with the greatest gains and top 10 percent of engagement scores shows the greatest increase in customer satisfaction

270

197

074

020005

000

050

100

150

200

250

300

Greatest Gains Top 10 Overall Average Bottom 10 Greatest Losses

Cu

sto

me

r S

atis

fact

ion

Var

ian

ce

Fully Engaged Group Variance

Customer Satisfaction Variance by

Fully Engaged Group Variance (year over year)

wwwDecision-Wisecom

Workers Compensation Claims

Percent of employees with claims

91

66

5058

00

20

40

60

80

100

Fully Disengaged (n=66) Opportunity Group (n=182) Key Contributor (n=635) Fully Engaged (n=589)

wwwDecision-Wisecom

Union Vulnerability

The following table shows the results of the 2013 Union Vulnerability Index

Category(Mean Score Range)

High

Vulnerability(lt249)

Opportunity(25-349)

Moderate

Vulnerability(35-449)

Low Vulnerability(gt45)

2011 Percentage 10 26 44 21

2012 Percentage 10 17 33 41

2013 Percentage 12 26 43 19

Note Totals may vary slightly due to rounding

wwwDecision-Wisecom

Engagement Migration Analysis

wwwDecision-Wisecom

Organization Goal Caring

ldquoThis organization cares about employeesrdquo

1 Senior leaders need to be visible

2 Daily rounds initiative ldquoRoundingrdquo

3 One hour of open-office time each day

4 Added question ldquoThe leaders of my department are visible on a regular basisrdquo

4

wwwDecision-Wisecom

Organization Goals

6 Best Practices

1 Sponsorship Strong aligned leadership

2 Direction Set at the top

3 Alignment ldquoI see how my work fits into overall missionrdquo

4 Transparency ldquoI trust that senior leadership is looking out for merdquo

5 Communication (employee voice) ldquoSuggestions for improvement are listened to and taken

seriouslyrdquo

6 Progress reports Feedback and accountability

wwwDecision-Wisecom

32

28

17

23

Upward

Stayed the Same

Downward

Donrsquot know

Companies with Engagement Trending UpwardBased on any employee survey results over the past 3 years has the overall level of Employee Engagement in your organization trendedhellip

32 of companies report that engagement in their organization has increased over the past three years 28 report engagement has stayed the same and 17 say that it has actually gone down

wwwDecision-Wisecom

Engagement Spectrum

Fully

Disengaged

Opportunity

Group

Key

Contributor

Fully

Engaged

Make sarcastic jokes about work

Spend significant time taking care of

personal needs

Stick to what you know and take few

risks

Feel stretched beyond your

comfort zone

Speak poorly about the company and

leaders

Do just enough to get by and not get in

trouble

Respond well to leadership

Take personal satisfaction in the

quality of your work

Look for ways to find blame

Pay is a big reason why you stay

Rarely stretched by assignments

Work can be stressful but is also rewarding and fun

You quit stay and corrupt

Yoursquore putting in the time

Committed to your job

You love your job

wwwDecision-Wisecom

Manager Influence on Engagement

36

24

14 14

48

51

4345

12

20

34

32

35

9 9

000

1000

2000

3000

4000

5000

6000

Fully Engaged (n=808) Key Contributor(n=1154)

Opportunity Group(n=292)

Fully Disengaged (n=46)

Em

plo

ye

e E

ng

ag

em

en

t G

rou

ps

(

of

To

tal)

Manager Engagement Groups

Fully Engaged

Key Contributors

Opportunity Group

Fully Disengaged

wwwDecision-Wisecom

Attrition IndexI see myself working at this company this time next year

High Turnover Potential Moderate Turnover Potential

Engagement Category1-Strongly Disagree

2-Disagree 3-Neutral 4-Agree5-Strongly

Agree

Fully Engagedn=305

0 2 5 21 72

Key Contributor n=651

0 4 21 53 22

Opportunity n=318

3 4 55 30 8

Fully Disengaged n=54

43 28 17 12 0

wwwDecision-Wisecom

Customer SatisfactionLocations with the greatest gains and top 10 percent of engagement scores shows the greatest increase in customer satisfaction

270

197

074

020005

000

050

100

150

200

250

300

Greatest Gains Top 10 Overall Average Bottom 10 Greatest Losses

Cu

sto

me

r S

atis

fact

ion

Var

ian

ce

Fully Engaged Group Variance

Customer Satisfaction Variance by

Fully Engaged Group Variance (year over year)

wwwDecision-Wisecom

Workers Compensation Claims

Percent of employees with claims

91

66

5058

00

20

40

60

80

100

Fully Disengaged (n=66) Opportunity Group (n=182) Key Contributor (n=635) Fully Engaged (n=589)

wwwDecision-Wisecom

Union Vulnerability

The following table shows the results of the 2013 Union Vulnerability Index

Category(Mean Score Range)

High

Vulnerability(lt249)

Opportunity(25-349)

Moderate

Vulnerability(35-449)

Low Vulnerability(gt45)

2011 Percentage 10 26 44 21

2012 Percentage 10 17 33 41

2013 Percentage 12 26 43 19

Note Totals may vary slightly due to rounding

wwwDecision-Wisecom

Engagement Migration Analysis

wwwDecision-Wisecom

Organization Goal Caring

ldquoThis organization cares about employeesrdquo

1 Senior leaders need to be visible

2 Daily rounds initiative ldquoRoundingrdquo

3 One hour of open-office time each day

4 Added question ldquoThe leaders of my department are visible on a regular basisrdquo

4

wwwDecision-Wisecom

Organization Goals

6 Best Practices

1 Sponsorship Strong aligned leadership

2 Direction Set at the top

3 Alignment ldquoI see how my work fits into overall missionrdquo

4 Transparency ldquoI trust that senior leadership is looking out for merdquo

5 Communication (employee voice) ldquoSuggestions for improvement are listened to and taken

seriouslyrdquo

6 Progress reports Feedback and accountability

wwwDecision-Wisecom

32

28

17

23

Upward

Stayed the Same

Downward

Donrsquot know

Companies with Engagement Trending UpwardBased on any employee survey results over the past 3 years has the overall level of Employee Engagement in your organization trendedhellip

32 of companies report that engagement in their organization has increased over the past three years 28 report engagement has stayed the same and 17 say that it has actually gone down

wwwDecision-Wisecom

Manager Influence on Engagement

36

24

14 14

48

51

4345

12

20

34

32

35

9 9

000

1000

2000

3000

4000

5000

6000

Fully Engaged (n=808) Key Contributor(n=1154)

Opportunity Group(n=292)

Fully Disengaged (n=46)

Em

plo

ye

e E

ng

ag

em

en

t G

rou

ps

(

of

To

tal)

Manager Engagement Groups

Fully Engaged

Key Contributors

Opportunity Group

Fully Disengaged

wwwDecision-Wisecom

Attrition IndexI see myself working at this company this time next year

High Turnover Potential Moderate Turnover Potential

Engagement Category1-Strongly Disagree

2-Disagree 3-Neutral 4-Agree5-Strongly

Agree

Fully Engagedn=305

0 2 5 21 72

Key Contributor n=651

0 4 21 53 22

Opportunity n=318

3 4 55 30 8

Fully Disengaged n=54

43 28 17 12 0

wwwDecision-Wisecom

Customer SatisfactionLocations with the greatest gains and top 10 percent of engagement scores shows the greatest increase in customer satisfaction

270

197

074

020005

000

050

100

150

200

250

300

Greatest Gains Top 10 Overall Average Bottom 10 Greatest Losses

Cu

sto

me

r S

atis

fact

ion

Var

ian

ce

Fully Engaged Group Variance

Customer Satisfaction Variance by

Fully Engaged Group Variance (year over year)

wwwDecision-Wisecom

Workers Compensation Claims

Percent of employees with claims

91

66

5058

00

20

40

60

80

100

Fully Disengaged (n=66) Opportunity Group (n=182) Key Contributor (n=635) Fully Engaged (n=589)

wwwDecision-Wisecom

Union Vulnerability

The following table shows the results of the 2013 Union Vulnerability Index

Category(Mean Score Range)

High

Vulnerability(lt249)

Opportunity(25-349)

Moderate

Vulnerability(35-449)

Low Vulnerability(gt45)

2011 Percentage 10 26 44 21

2012 Percentage 10 17 33 41

2013 Percentage 12 26 43 19

Note Totals may vary slightly due to rounding

wwwDecision-Wisecom

Engagement Migration Analysis

wwwDecision-Wisecom

Organization Goal Caring

ldquoThis organization cares about employeesrdquo

1 Senior leaders need to be visible

2 Daily rounds initiative ldquoRoundingrdquo

3 One hour of open-office time each day

4 Added question ldquoThe leaders of my department are visible on a regular basisrdquo

4

wwwDecision-Wisecom

Organization Goals

6 Best Practices

1 Sponsorship Strong aligned leadership

2 Direction Set at the top

3 Alignment ldquoI see how my work fits into overall missionrdquo

4 Transparency ldquoI trust that senior leadership is looking out for merdquo

5 Communication (employee voice) ldquoSuggestions for improvement are listened to and taken

seriouslyrdquo

6 Progress reports Feedback and accountability

wwwDecision-Wisecom

32

28

17

23

Upward

Stayed the Same

Downward

Donrsquot know

Companies with Engagement Trending UpwardBased on any employee survey results over the past 3 years has the overall level of Employee Engagement in your organization trendedhellip

32 of companies report that engagement in their organization has increased over the past three years 28 report engagement has stayed the same and 17 say that it has actually gone down

wwwDecision-Wisecom

Attrition IndexI see myself working at this company this time next year

High Turnover Potential Moderate Turnover Potential

Engagement Category1-Strongly Disagree

2-Disagree 3-Neutral 4-Agree5-Strongly

Agree

Fully Engagedn=305

0 2 5 21 72

Key Contributor n=651

0 4 21 53 22

Opportunity n=318

3 4 55 30 8

Fully Disengaged n=54

43 28 17 12 0

wwwDecision-Wisecom

Customer SatisfactionLocations with the greatest gains and top 10 percent of engagement scores shows the greatest increase in customer satisfaction

270

197

074

020005

000

050

100

150

200

250

300

Greatest Gains Top 10 Overall Average Bottom 10 Greatest Losses

Cu

sto

me

r S

atis

fact

ion

Var

ian

ce

Fully Engaged Group Variance

Customer Satisfaction Variance by

Fully Engaged Group Variance (year over year)

wwwDecision-Wisecom

Workers Compensation Claims

Percent of employees with claims

91

66

5058

00

20

40

60

80

100

Fully Disengaged (n=66) Opportunity Group (n=182) Key Contributor (n=635) Fully Engaged (n=589)

wwwDecision-Wisecom

Union Vulnerability

The following table shows the results of the 2013 Union Vulnerability Index

Category(Mean Score Range)

High

Vulnerability(lt249)

Opportunity(25-349)

Moderate

Vulnerability(35-449)

Low Vulnerability(gt45)

2011 Percentage 10 26 44 21

2012 Percentage 10 17 33 41

2013 Percentage 12 26 43 19

Note Totals may vary slightly due to rounding

wwwDecision-Wisecom

Engagement Migration Analysis

wwwDecision-Wisecom

Organization Goal Caring

ldquoThis organization cares about employeesrdquo

1 Senior leaders need to be visible

2 Daily rounds initiative ldquoRoundingrdquo

3 One hour of open-office time each day

4 Added question ldquoThe leaders of my department are visible on a regular basisrdquo

4

wwwDecision-Wisecom

Organization Goals

6 Best Practices

1 Sponsorship Strong aligned leadership

2 Direction Set at the top

3 Alignment ldquoI see how my work fits into overall missionrdquo

4 Transparency ldquoI trust that senior leadership is looking out for merdquo

5 Communication (employee voice) ldquoSuggestions for improvement are listened to and taken

seriouslyrdquo

6 Progress reports Feedback and accountability

wwwDecision-Wisecom

32

28

17

23

Upward

Stayed the Same

Downward

Donrsquot know

Companies with Engagement Trending UpwardBased on any employee survey results over the past 3 years has the overall level of Employee Engagement in your organization trendedhellip

32 of companies report that engagement in their organization has increased over the past three years 28 report engagement has stayed the same and 17 say that it has actually gone down

wwwDecision-Wisecom

Customer SatisfactionLocations with the greatest gains and top 10 percent of engagement scores shows the greatest increase in customer satisfaction

270

197

074

020005

000

050

100

150

200

250

300

Greatest Gains Top 10 Overall Average Bottom 10 Greatest Losses

Cu

sto

me

r S

atis

fact

ion

Var

ian

ce

Fully Engaged Group Variance

Customer Satisfaction Variance by

Fully Engaged Group Variance (year over year)

wwwDecision-Wisecom

Workers Compensation Claims

Percent of employees with claims

91

66

5058

00

20

40

60

80

100

Fully Disengaged (n=66) Opportunity Group (n=182) Key Contributor (n=635) Fully Engaged (n=589)

wwwDecision-Wisecom

Union Vulnerability

The following table shows the results of the 2013 Union Vulnerability Index

Category(Mean Score Range)

High

Vulnerability(lt249)

Opportunity(25-349)

Moderate

Vulnerability(35-449)

Low Vulnerability(gt45)

2011 Percentage 10 26 44 21

2012 Percentage 10 17 33 41

2013 Percentage 12 26 43 19

Note Totals may vary slightly due to rounding

wwwDecision-Wisecom

Engagement Migration Analysis

wwwDecision-Wisecom

Organization Goal Caring

ldquoThis organization cares about employeesrdquo

1 Senior leaders need to be visible

2 Daily rounds initiative ldquoRoundingrdquo

3 One hour of open-office time each day

4 Added question ldquoThe leaders of my department are visible on a regular basisrdquo

4

wwwDecision-Wisecom

Organization Goals

6 Best Practices

1 Sponsorship Strong aligned leadership

2 Direction Set at the top

3 Alignment ldquoI see how my work fits into overall missionrdquo

4 Transparency ldquoI trust that senior leadership is looking out for merdquo

5 Communication (employee voice) ldquoSuggestions for improvement are listened to and taken

seriouslyrdquo

6 Progress reports Feedback and accountability

wwwDecision-Wisecom

32

28

17

23

Upward

Stayed the Same

Downward

Donrsquot know

Companies with Engagement Trending UpwardBased on any employee survey results over the past 3 years has the overall level of Employee Engagement in your organization trendedhellip

32 of companies report that engagement in their organization has increased over the past three years 28 report engagement has stayed the same and 17 say that it has actually gone down

wwwDecision-Wisecom

Workers Compensation Claims

Percent of employees with claims

91

66

5058

00

20

40

60

80

100

Fully Disengaged (n=66) Opportunity Group (n=182) Key Contributor (n=635) Fully Engaged (n=589)

wwwDecision-Wisecom

Union Vulnerability

The following table shows the results of the 2013 Union Vulnerability Index

Category(Mean Score Range)

High

Vulnerability(lt249)

Opportunity(25-349)

Moderate

Vulnerability(35-449)

Low Vulnerability(gt45)

2011 Percentage 10 26 44 21

2012 Percentage 10 17 33 41

2013 Percentage 12 26 43 19

Note Totals may vary slightly due to rounding

wwwDecision-Wisecom

Engagement Migration Analysis

wwwDecision-Wisecom

Organization Goal Caring

ldquoThis organization cares about employeesrdquo

1 Senior leaders need to be visible

2 Daily rounds initiative ldquoRoundingrdquo

3 One hour of open-office time each day

4 Added question ldquoThe leaders of my department are visible on a regular basisrdquo

4

wwwDecision-Wisecom

Organization Goals

6 Best Practices

1 Sponsorship Strong aligned leadership

2 Direction Set at the top

3 Alignment ldquoI see how my work fits into overall missionrdquo

4 Transparency ldquoI trust that senior leadership is looking out for merdquo

5 Communication (employee voice) ldquoSuggestions for improvement are listened to and taken

seriouslyrdquo

6 Progress reports Feedback and accountability

wwwDecision-Wisecom

32

28

17

23

Upward

Stayed the Same

Downward

Donrsquot know

Companies with Engagement Trending UpwardBased on any employee survey results over the past 3 years has the overall level of Employee Engagement in your organization trendedhellip

32 of companies report that engagement in their organization has increased over the past three years 28 report engagement has stayed the same and 17 say that it has actually gone down

wwwDecision-Wisecom

Union Vulnerability

The following table shows the results of the 2013 Union Vulnerability Index

Category(Mean Score Range)

High

Vulnerability(lt249)

Opportunity(25-349)

Moderate

Vulnerability(35-449)

Low Vulnerability(gt45)

2011 Percentage 10 26 44 21

2012 Percentage 10 17 33 41

2013 Percentage 12 26 43 19

Note Totals may vary slightly due to rounding

wwwDecision-Wisecom

Engagement Migration Analysis

wwwDecision-Wisecom

Organization Goal Caring

ldquoThis organization cares about employeesrdquo

1 Senior leaders need to be visible

2 Daily rounds initiative ldquoRoundingrdquo

3 One hour of open-office time each day

4 Added question ldquoThe leaders of my department are visible on a regular basisrdquo

4

wwwDecision-Wisecom

Organization Goals

6 Best Practices

1 Sponsorship Strong aligned leadership

2 Direction Set at the top

3 Alignment ldquoI see how my work fits into overall missionrdquo

4 Transparency ldquoI trust that senior leadership is looking out for merdquo

5 Communication (employee voice) ldquoSuggestions for improvement are listened to and taken

seriouslyrdquo

6 Progress reports Feedback and accountability

wwwDecision-Wisecom

32

28

17

23

Upward

Stayed the Same

Downward

Donrsquot know

Companies with Engagement Trending UpwardBased on any employee survey results over the past 3 years has the overall level of Employee Engagement in your organization trendedhellip

32 of companies report that engagement in their organization has increased over the past three years 28 report engagement has stayed the same and 17 say that it has actually gone down

wwwDecision-Wisecom

Engagement Migration Analysis

wwwDecision-Wisecom

Organization Goal Caring

ldquoThis organization cares about employeesrdquo

1 Senior leaders need to be visible

2 Daily rounds initiative ldquoRoundingrdquo

3 One hour of open-office time each day

4 Added question ldquoThe leaders of my department are visible on a regular basisrdquo

4

wwwDecision-Wisecom

Organization Goals

6 Best Practices

1 Sponsorship Strong aligned leadership

2 Direction Set at the top

3 Alignment ldquoI see how my work fits into overall missionrdquo

4 Transparency ldquoI trust that senior leadership is looking out for merdquo

5 Communication (employee voice) ldquoSuggestions for improvement are listened to and taken

seriouslyrdquo

6 Progress reports Feedback and accountability

wwwDecision-Wisecom

32

28

17

23

Upward

Stayed the Same

Downward

Donrsquot know

Companies with Engagement Trending UpwardBased on any employee survey results over the past 3 years has the overall level of Employee Engagement in your organization trendedhellip

32 of companies report that engagement in their organization has increased over the past three years 28 report engagement has stayed the same and 17 say that it has actually gone down

wwwDecision-Wisecom

Organization Goal Caring

ldquoThis organization cares about employeesrdquo

1 Senior leaders need to be visible

2 Daily rounds initiative ldquoRoundingrdquo

3 One hour of open-office time each day

4 Added question ldquoThe leaders of my department are visible on a regular basisrdquo

4

wwwDecision-Wisecom

Organization Goals

6 Best Practices

1 Sponsorship Strong aligned leadership

2 Direction Set at the top

3 Alignment ldquoI see how my work fits into overall missionrdquo

4 Transparency ldquoI trust that senior leadership is looking out for merdquo

5 Communication (employee voice) ldquoSuggestions for improvement are listened to and taken

seriouslyrdquo

6 Progress reports Feedback and accountability

wwwDecision-Wisecom

32

28

17

23

Upward

Stayed the Same

Downward

Donrsquot know

Companies with Engagement Trending UpwardBased on any employee survey results over the past 3 years has the overall level of Employee Engagement in your organization trendedhellip

32 of companies report that engagement in their organization has increased over the past three years 28 report engagement has stayed the same and 17 say that it has actually gone down

wwwDecision-Wisecom

Organization Goals

6 Best Practices

1 Sponsorship Strong aligned leadership

2 Direction Set at the top

3 Alignment ldquoI see how my work fits into overall missionrdquo

4 Transparency ldquoI trust that senior leadership is looking out for merdquo

5 Communication (employee voice) ldquoSuggestions for improvement are listened to and taken

seriouslyrdquo

6 Progress reports Feedback and accountability

wwwDecision-Wisecom

32

28

17

23

Upward

Stayed the Same

Downward

Donrsquot know

Companies with Engagement Trending UpwardBased on any employee survey results over the past 3 years has the overall level of Employee Engagement in your organization trendedhellip

32 of companies report that engagement in their organization has increased over the past three years 28 report engagement has stayed the same and 17 say that it has actually gone down

wwwDecision-Wisecom

32

28

17

23

Upward

Stayed the Same

Downward

Donrsquot know

Companies with Engagement Trending UpwardBased on any employee survey results over the past 3 years has the overall level of Employee Engagement in your organization trendedhellip

32 of companies report that engagement in their organization has increased over the past three years 28 report engagement has stayed the same and 17 say that it has actually gone down

wwwDecision-Wisecom

Employee Engagement Survey Best Practices

1 Consistently measure employee engagement

2 Involve all managers in action planning

3 Provide training

4 Measure ROI

5 Work with an outside provider

4

24

49

23

0

10

20

30

40

50

60

70

80

90

100

Fully Engaged

Key Contributors

OpportunityGroup

Fully Disengaged

wwwDecision-Wisecom

DecisionWise Employee Engagement Solutions

1 Survey customization

2 Online interactive reporting

3 Benchmarking

4 In-depth analysis

5 Business metric comparisons

6 Expert consulting

7 Roll-out training and follow-up

wwwDecision-Wisecom

DecisionWise Employee Engagement Solutions

1 Survey customization

2 Online interactive reporting

3 Benchmarking

4 In-depth analysis

5 Business metric comparisons

6 Expert consulting

7 Roll-out training and follow-up