the staff motivation assessment & retention tool

Copyright © 2012 – 2015 All rights reserved Created By Des Allen Pty Ltd.

Staff Motivations Assessment

& Retention Tool“Driving to the Heart of Organisational Motivation”

Welcome to the...


& Retention Tool

There are three essential relationships where all organisations require investment, in order to build a solid foundation for individual and organisational success.

- The Relationship an employee has with a Direct Manager/Supervisor- The Relationship an employee has with their Job/Role - Duties- An employees Relationship with Work Colleagues

Without due attention to these, even the most robust process or system will fail.


& Retention ToolPoorly managed work relationships negatively impact the overall performance and profitability of a company at :

Operational Level:- Lower Motivation- Lower levels of efficiency and personal output (Productivity)- Demotivating working culture- Higher employee disengagement and turn-over rate

Executive Level:- Delays in strategic achievements thereby creating top down

pressures- Increased expenditure and costs- Reduced profitability and shareholder returns- The company standing/reputation in the market place

Job/Role

Colleagues

Manager


& Retention Tool

The two core reasons why employees become disengaged and eventually leave, are:

1. The Dysfunctional Relationship with their manager2. The lack of Job Satisfaction with their Job/Role

If nothing is done, it costs the company until they leave, and then it costs even more.

The Cost of STAFF: Disengagement

Payroll Efficiency Factor:$100,000 = $63,000 worked Performed for disengaged staff

Performance Cost Variance:Companies with 100+ employees and where there is between Low – M/Low staff engagement have Performance costs that exceed $2 Million.Communication:The cumulative per annum cost in lost productivity per employee due to communication barriers.

63%

PCV COMM’N SL/T

$26,041

PEF

$2M

$15k-25k

Staff Loss/Turnover:Replacement costs range between $15,000 -$25,000 to replace an employee.

High Level - Management Reporting:

Identifies potential Motivation and Staff Engagement issues across the entire organisation by (region/branch…) and the Potential Risk and Cost of Replacing Staff.

Company Wide Awareness:

A powerful HR & Management Tool to directly impact company profit and shareholder returns.

Awareness of the risk of losing a staff member(s) allows for preemptive measures to be instigated thereby reducing staff turnover.

‘Exit Interviews’ are too little too late…

Reduce Staff Turnover:

Prevents the ‘Localization’ of Issues by ensuring HR and Snr. Management know where focus is required and where high levels of dissatisfaction are indicated.

Improve Accountability:

Awareness of the key factors that trigger demotivating and disengaging behaviours, pave the way for greater opportunity to correct, regain focus, strengthen relationships and improve engagement.

Improved Relationships:

Assists Learning & Development needs by identifying focused training requirements, particularly in regard to: - Leadership - Coaching - Communication.

Training Alignment:

The Assessment identifies the 10 most important Motivations that are needed to get the best from any employee, group or team thereby offering comparisons on how they align to core Company Values.

Clear Motivational Needs:

The

Developing Organisational Cultures

-That WORK!


& Retention Tool

Potential

Fully engaged employees on a salary

of $65,000 add an extra $13,000 in value

and create more positive working

cultures

High levels of engagement add

improvements of 19% on average to

Operating Income.

Effective Internal Communications

correlates to a 47% Higher Return to

shareholders.

76% 19% 47%$13000

STAFF: EngagementEngaged

Employees:Operating

Income:Shareholder

Returns:

Studies show that 76% of Employees can be swayed either way to become engaged or

disengaged.

A

Create Supportive Structures

Strengthen Relationships

Develop Job Satisfaction

3 Key Steps to Engagement C

B

An email containing the Reference ID and link to the On-Line Assessment is sent to the targeted employee group with the timeframe for completion.Groups can be:

- Overall Company - Region/Branch - Branch/Department - Project Program/Project)

There are 3 Simple Steps

Distribution of Assessments:

Management:Step – 1


& Retention Tool

• Participants receive an invite then access and complete the Assessment. (Approx. - 5 Mins)• There are no questions only selection criteria. • The criteria are based upon the fundamental things that an Employee personally values and

are deemed the most important in regard to Motivation, Commitment and Engagement within the context of their Manager or their Job/Role.

Step – 2Complete Assessment:

Employee:



& Retention Tool

Knowing where in the organisation successful Manager/Employee relationships are producing greater productivity, lays the foundation for modelling the processes across the entire organisation.

Maximize Effective Relationship Models

Step – 3Analyze Results Online

Senior ManagementReporting:

Healthy professional relations translating to higher performance, productivity and profits are more than well documented – Improvements are assured.

National or Global Awareness of Management/Employee Relations:


Ind. Replacement Cost: $11,000.00Avg. Staff Turnover % 19.00Est. Staff at Risk: 200At Risk $: $2,200,000____________________________________________Est. No. of Staff at T/O Rate: 38$ Cost at T/Over Rate: $418,000

Very High Risk 140 Employees

21%

High Risk 176 Employees

27%

655

31%


& Retention Tool


& Retention ToolReporting Options:

Identify the overall ‘Health’ of the working culture across the entire company showing estimated Risks & Costs of staff transiency, down to

individual employee motivation level.

By Region

94

150

3825

90120

25105

By Branch / Department

By Employee

Company Consolidated Reporting:

Identify organisational strength in terms of company values adherence and alignment.

Company Values Alignment

Company Values Alignment:

National/International Multi-Level Consolidated/Detail Reporting:

Compare globally the most effective Manager/Employee relations across the international arena.

Globally


& Retention ToolSummary

The objective and intention of the Staff Motivations Assessment is to bring to the operational level, these key elements in order that greater awareness and understanding can be utilised during daily interactions.This paves the way for professional, productive and cohesive relationships to flourish.When this happens a Win-Win-Win situation occurs:

Organisation – Manager – Employee

The level of employee productivity and engagement is a By-Product of key personal standards either being satisfied or unmet.These personal standards are the driving force or (motivations) of all human behaviour and emotions. A person doesn’t “Do Productivity”, they are Being Productive. It’s an experience and one that can be immensely enjoyed.When enjoyed it transforms the working culture.


& Retention Tool

For a Demonstration Contact :

Des Allen

Email: [email protected]

the staff motivation assessment & retention tool

Leadership & Management