Can anyone help me in making action plans on the first basic question of Gallup 12 questions?
What is Expected of Me at Work?
I understand that an action plan would be different for different companies, but in general, what can be a common action plan?
Thanks
From India, Bhubaneswar
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What is Expected of Me at Work?
I understand that an action plan would be different for different companies, but in general, what can be a common action plan?
Thanks
From India, Bhubaneswar
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Hi Shravani,
Gallup has already suggested underlying meanings for each question in the Q12. I would like you to search the web for the same as this would be of great help in analyzing all the questions.
Regarding the current question, you must be aware that the Q12 is measured on a 5-point scale (Strongly Agree - Strongly Disagree). Hence, if the maximum percentage of the sample falls under the disagree scale, then the organization needs to find ways to bring clarity with respect to work by developing roles and responsibilities pertaining to each of the designations/departments, etc., and categorize them. Most importantly, the management must ensure all employees align with the mission, vision, and objectives of the organization.
At the end of the day, if an employee is unclear about what they need to do, then all the energy they put into their work would be wasted. It's similar to placing the ladder on the wrong wall, which would lead you to a wrong destination even more quickly.
Hope this explanation helps!
Regards,
Rakesh
From India, Secunderabad
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2Gallup has already suggested underlying meanings for each question in the Q12. I would like you to search the web for the same as this would be of great help in analyzing all the questions.
Regarding the current question, you must be aware that the Q12 is measured on a 5-point scale (Strongly Agree - Strongly Disagree). Hence, if the maximum percentage of the sample falls under the disagree scale, then the organization needs to find ways to bring clarity with respect to work by developing roles and responsibilities pertaining to each of the designations/departments, etc., and categorize them. Most importantly, the management must ensure all employees align with the mission, vision, and objectives of the organization.
At the end of the day, if an employee is unclear about what they need to do, then all the energy they put into their work would be wasted. It's similar to placing the ladder on the wrong wall, which would lead you to a wrong destination even more quickly.
Hope this explanation helps!
Regards,
Rakesh
From India, Secunderabad
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Thank you, Rakesh, for this quick response. However, please guide me on how management can align each employee with the vision, mission, and values of the organization. If you could provide an example, it would be helpful for me.
After researching on internet sites, I have come to the conclusion that while emphasis should be placed on disengaged employees, it is also important not to ignore the engaged and moderately engaged employees.
Secondly, we need to first design the roles for each department and employee in the form of Key Result Areas (KRAs) perhaps.
The first basic question pertains to accountability. How can we create action plans for that? Should we set stretched targets?
Please let me know if I am moving in the right direction.
Regards
From India, Bhubaneswar
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After researching on internet sites, I have come to the conclusion that while emphasis should be placed on disengaged employees, it is also important not to ignore the engaged and moderately engaged employees.
Secondly, we need to first design the roles for each department and employee in the form of Key Result Areas (KRAs) perhaps.
The first basic question pertains to accountability. How can we create action plans for that? Should we set stretched targets?
Please let me know if I am moving in the right direction.
Regards
From India, Bhubaneswar
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Dear Shravani,
As Mr. Rakesh said, aligning the employees to their Mission, Vision, and Objectives is a very important thing in any organization.
In this new era, once the Mission, Vision, and Objectives (MVO) for an organization are identified, the next foremost step is to identify the departmental objectives. For example, you might have different departments like Operations, HR, Marketing, IT, etc.
Here, the role of HR is to make the MVO known to all department heads. After a thorough understanding of the same, they should be given the task to frame Departmental Objectives (DO). They have to be given a time limit to frame the same with the help of their teammates. Involving their teammates creates a sense of responsibility and accountability to achieve those objectives. Once all the DOs of all departments have been framed, we have the overall route map to achieve the goal.
Now, through the performance review system, KRAs and KPIs have to be identified based on the DOs, rather than the overall company objectives. This brings clear clarity among the employees. They will also be aware that every accountability follows with responsibility.
The same has to be reviewed quarterly/half-yearly - internally by the HOD of the respective department - in relation to the KRAs and KPIs, and the necessary changes have to be made towards aligning with the departmental objectives.
In the above process, we have brought clarity among the department heads through framing the DO, which demands those team members to demonstrate the same within the specified timeline.
I hope this brings clarity.
Regards,
Sunil
From India, Bangalore
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As Mr. Rakesh said, aligning the employees to their Mission, Vision, and Objectives is a very important thing in any organization.
In this new era, once the Mission, Vision, and Objectives (MVO) for an organization are identified, the next foremost step is to identify the departmental objectives. For example, you might have different departments like Operations, HR, Marketing, IT, etc.
Here, the role of HR is to make the MVO known to all department heads. After a thorough understanding of the same, they should be given the task to frame Departmental Objectives (DO). They have to be given a time limit to frame the same with the help of their teammates. Involving their teammates creates a sense of responsibility and accountability to achieve those objectives. Once all the DOs of all departments have been framed, we have the overall route map to achieve the goal.
Now, through the performance review system, KRAs and KPIs have to be identified based on the DOs, rather than the overall company objectives. This brings clear clarity among the employees. They will also be aware that every accountability follows with responsibility.
The same has to be reviewed quarterly/half-yearly - internally by the HOD of the respective department - in relation to the KRAs and KPIs, and the necessary changes have to be made towards aligning with the departmental objectives.
In the above process, we have brought clarity among the department heads through framing the DO, which demands those team members to demonstrate the same within the specified timeline.
I hope this brings clarity.
Regards,
Sunil
From India, Bangalore
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Hi Shravani,
Coming to question in a survey engagement like "What is expected of me at work?" – be better framed as “ Are the work expectations and objectives are well defined ?. As Rakesh explained well that this is to be answered in 5 point scale ( Strongly Agree ----Strongly disagree) and also a blank space to write their comments. Preferably this should be done by a third party to maintain the confidentiality of the process.
Coming back to your query to Rakesh as how to align employee's goals with vision and values of Organization.
For instance, Vision of a company to exceed customer's expectations
Sales Manager's KRA would include – Meeting Sales Target alongwith the customer Satisfaction Rating ( CSR) of --%
Customer Service - Make sure customers get the consignment within the stipulated time frame as per the commitment given to customer as per P.O. by internal and external co-ordination.
Production, Procurement, QA & Dispatch – Production in time within the price range ( if raw material prices fluctuate) , Procurement to ensure timely supply of raw materials within price margin, QA for timely inspection and dispatch for timely ship out the finished goods in agreed upon packaging etc. to meet the specifications provided in the Purchase Order (PO).
If these parameters are well defined and linked well to each other processes can ensure joint team effort to ensure the customer's expectation are met or exceeded by way of well defined KPIs alongwith KRAs.
CSR – needs to be conducted preferably by the third party to arrive at the CSR % .
The engagement survey can help your company determine how committed employees are and how this commitment influences their work effort. One software firm I know of uses engagement items such as "being proud to work for the company, or motivated to go beyond what is expected," to measure employees' engagement. It is found that highly engaged employees are 1.3 times more likely to be high performers than those with lower engagement - and five times less likely to leave the company voluntarily.
It is recommended that the engagement survey should cover the following areas:
1. Satisfaction with the job or organization.
2. Commitment to the work, supervisor or organization.
3. Willingness to encourage a friend to join the company and be an advocate of the firm.
A few sample statements in a survey might be the following: "I am satisfied with this company as a great place to work ", "Can feel the high energy and excitement" or "My boss inspires the best in people." The resulting data helps HR to identify any obstacles that might get in the way of satisfaction, or reveal things that are not working and require attention.
Please don't start the survey unless your organization is committed to acting on the data, and to maintaining open communication regarding change initiatives. It is a highly effective way to know how your employees view their work and company.
Best wishes,
Rajat Joshi
From India, Pune
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Coming to question in a survey engagement like "What is expected of me at work?" – be better framed as “ Are the work expectations and objectives are well defined ?. As Rakesh explained well that this is to be answered in 5 point scale ( Strongly Agree ----Strongly disagree) and also a blank space to write their comments. Preferably this should be done by a third party to maintain the confidentiality of the process.
Coming back to your query to Rakesh as how to align employee's goals with vision and values of Organization.
For instance, Vision of a company to exceed customer's expectations
Sales Manager's KRA would include – Meeting Sales Target alongwith the customer Satisfaction Rating ( CSR) of --%
Customer Service - Make sure customers get the consignment within the stipulated time frame as per the commitment given to customer as per P.O. by internal and external co-ordination.
Production, Procurement, QA & Dispatch – Production in time within the price range ( if raw material prices fluctuate) , Procurement to ensure timely supply of raw materials within price margin, QA for timely inspection and dispatch for timely ship out the finished goods in agreed upon packaging etc. to meet the specifications provided in the Purchase Order (PO).
If these parameters are well defined and linked well to each other processes can ensure joint team effort to ensure the customer's expectation are met or exceeded by way of well defined KPIs alongwith KRAs.
CSR – needs to be conducted preferably by the third party to arrive at the CSR % .
The engagement survey can help your company determine how committed employees are and how this commitment influences their work effort. One software firm I know of uses engagement items such as "being proud to work for the company, or motivated to go beyond what is expected," to measure employees' engagement. It is found that highly engaged employees are 1.3 times more likely to be high performers than those with lower engagement - and five times less likely to leave the company voluntarily.
It is recommended that the engagement survey should cover the following areas:
1. Satisfaction with the job or organization.
2. Commitment to the work, supervisor or organization.
3. Willingness to encourage a friend to join the company and be an advocate of the firm.
A few sample statements in a survey might be the following: "I am satisfied with this company as a great place to work ", "Can feel the high energy and excitement" or "My boss inspires the best in people." The resulting data helps HR to identify any obstacles that might get in the way of satisfaction, or reveal things that are not working and require attention.
Please don't start the survey unless your organization is committed to acting on the data, and to maintaining open communication regarding change initiatives. It is a highly effective way to know how your employees view their work and company.
Best wishes,
Rajat Joshi
From India, Pune
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Thanks a lot, Rajat. Like others, you too have helped me in my work in this field. I am really grateful to you all. Please keep posting more suggestions on this subject. This will help me as I am working on this project, and it is an ongoing process.
Regards
From India, Bhubaneswar
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Regards
From India, Bhubaneswar
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Employee Engagement Survey Level 1 2009.pdf