engagement - The HR Forum - DPG Community2024-03-28T15:32:06Zhttps://community.dpgplc.co.uk/human-resources/feed/tag/engagementStaff healthcheckhttps://community.dpgplc.co.uk/human-resources/staff-healthcheck2018-11-15T09:35:47.000Z2018-11-15T09:35:47.000ZVictoria Russellhttps://community.dpgplc.co.uk/members/VictoriaRussell<div><p>I work for a company who have staff based at HQ as well as a number of staff who work remotely all over the world. My Directors are wanting me to have informal chats with all staff members to find out about what motivates them, what their pain points are, what the company is doing well and what it can improve. I know from experience that when HR comes calling for a chat, staff members are more than likely to clam up. I am looking for some advice on how to approach this to ensure I get honest information from our staff members. </p></div>Employee Engagement/Satisfaction Survey- suggestions pleasehttps://community.dpgplc.co.uk/human-resources/employee-engagement-satisfaction-survey-suggestions-please2018-03-13T11:30:07.000Z2018-03-13T11:30:07.000ZChrissy Allenhttps://community.dpgplc.co.uk/members/ChristineAllen<div><p>Hi all,</p><p>I'm putting together our company's first employee survey and looking for some suggestions/reccommendations from those who use them- both employers and employees.</p><p>We would like to measure engagement, job satisfaction, well being and relationships with colleagues/managers in particular.</p><p>Are there certain types of questions that work best? Do you get better results if the survey's are anonymous? Do people respond better to multimple choice answers or requests for comments? </p><p>Anything thoughts would be greatly appreciated,</p><p> </p><p>Thank you,</p><p>Chrissy</p></div>Staff Health and Wellbeing Survey - Thoughts and advice appreciated.https://community.dpgplc.co.uk/human-resources/staff-health-and-wellbeing-survey-thoughts-and-advice-appreciated2018-02-21T15:05:02.000Z2018-02-21T15:05:02.000ZEmily Edgehttps://community.dpgplc.co.uk/members/EmilyEdge<div><p>Hi all, </p><div class=""> </div><div class="">I work for a social impact company and we place Health Mentors into (mainly) Primary schools across the country. They work with schools on a number of areas such as increasing the physical activity, wake and shake clubs and after school actives. They also work with children who find the traditional classroom environment challenging, which can take the form of classroom assistance, working in small groups and also 1-to-1 mentoring. The final area they work in is the health and well-being, either with certain classes, or the school as a whole. The children complete a 20 question questionnaire taken at strategic points throughout the year with the idea being both to identify which children might need help and the areas they need the help in - e.g. more physical activity, working on confidence, working on integration etc. <br class=""/><div> </div></div><div>An idea which has come from multiple parts of the business is that if we are advocating the children taking this questionnaire to reflect on their emotional health and wellbeing then as a company we should practice what we preach and complete a health and well-being questionnaire (obviously modifying the questions accordingly). While I think this is a good idea I do have some reservations which is where I need your thoughts and help: </div><div> </div><div><ul class="MailOutline"><li class="">The survey system we have doesn't allow for anonymous responses and I'm conscious that I don’t want this to come across as the company prying into employees personal lives and feelings -<ul><li class=""><strong>Has anyone implemented anything similar?</strong></li><li class=""><strong>Does anyone have any suggestions as to how to roll this out to a young, millennial, dispersed workforce?</strong></li><li class=""><strong>Has anyone experienced any barriers? And how did you overcome them?</strong></li><li class=""><strong>Does anyone have any ideas to tackle the option of employees giving answers they think we want to hear? i.e. false positives?</strong><br/><br/></li></ul></li><li class="">The company doesn't want to anonymise the responses because they wish to use it as a tool to help identify if anyone needs help, guidance, and support (as we do with the children). The people within the business who could see the responses would be:<ul><li class="">Their own line manager (Regional Managers) - but not other Regional Managers</li><li class="">3 x Senior Management (myself, Business Development Manager, Sales Manager - both of whom have been Regional Managers in the past) </li><li class="">2 x Directors</li><li class="">1 x Project Manager and Research and Development Associate<br/>I'm concerned that as we are only a small company (under 100) that this represents a large portion of the company having access to information about employees. The company doesn't want to use different software, mainly due to cost, but the current system can easily and quickly manipulate the data and responses into usable graphs.<ul><li class=""><strong>What are your thoughts on this?</strong><br/><br/></li></ul></li></ul></li><li class="">If issues are identified (the idea being that their line managers are able to view the results and flag any concerns where needed - e.g. I know at least one of our Health Mentors suffers from depression) - I want to ensure we are properly set up to support if and where needed. I am aware of Employee Assistance Programs such as Medicash and Simply Health -<ul><li class=""><strong>Is anyone aware of any other similar either companies or similar services we can invest in? (Budgets are tight so the more cost-effective the better). </strong><br/><br/></li></ul></li><li class="">While my gut feeling is that this should be a voluntary survey, however the company will want to ensure that everyone completes it so that it gives us an accurate point of view across the company.<ul><li class=""><strong>What are your thoughts on this?</strong><br/><br/></li></ul></li><li class="">I also want to put together a framework for managers to give them some guidance as to which path to take if something is flagged up. I can think of depression, stress, unmotivated, unchallenged, angry;<ul><li class=""><strong>Are there any other glaringly obvious negative thoughts/emotions that I’ve missed that you think would need guidance?</strong></li></ul></li></ul><div class=""> </div><div class="">Any thoughts on this would be appreciated. </div><div class=""> </div><div class="">We have a first draft of the questions, but these are definitely still a work in progress - if you have any suggestions on the questions please let me know: </div><div class=""> </div><div class=""><ol><li style="font-weight: 400;"><span style="font-weight: 400;">In a normal week, how many hours outside of work do you spend on physical activity?</span></li><li style="font-weight: 400;"><span style="font-weight: 400;">How many per week hours beyond your normal working hours do you spend on work-related activities (planning, assessment, marking)?</span></li><li style="font-weight: 400;"><span style="font-weight: 400;">On a normal day, how many fruits and vegetables do you eat?</span></li><li style="font-weight: 400;"><span style="font-weight: 400;">How many hours do you spend on social media?</span></li><li style="font-weight: 400;"><span style="font-weight: 400;">How many hours do you spend using technology (TV, Xbox, Tablet)?</span></li><li style="font-weight: 400;"><span style="font-weight: 400;">I feel I complete tasks to the best of my ability. </span></li><li style="font-weight: 400;"><span style="font-weight: 400;">I am able to take feedback and criticism on board and learn from it.</span></li><li style="font-weight: 400;"><span style="font-weight: 400;">I enjoy working with others</span></li><li style="font-weight: 400;"><span style="font-weight: 400;">I can be open and honest with my colleagues and managers</span></li><li style="font-weight: 400;"><span style="font-weight: 400;">I enjoy work</span></li><li style="font-weight: 400;"><span style="font-weight: 400;">I have someone to talk to when I have an issue</span></li><li style="font-weight: 400;"><span style="font-weight: 400;">My concerns are heard</span></li><li style="font-weight: 400;"><span style="font-weight: 400;">I can calm myself down when I am angry</span></li><li style="font-weight: 400;"><span style="font-weight: 400;">I am able to prioritise and not get distracted from my work. </span></li><li style="font-weight: 400;"><span style="font-weight: 400;">I am able to manage my workload effectively</span></li></ol><p><span style="font-weight: 400;">Thanks in advance, </span></p><p> </p><p><span style="font-weight: 400;">Emily </span></p></div></div></div>Employee Benefits Offeringhttps://community.dpgplc.co.uk/human-resources/employee-benefits-offering2017-11-10T19:41:42.000Z2017-11-10T19:41:42.000ZJodie Gallagherhttps://community.dpgplc.co.uk/members/JodieGallagher<div><p>Hi all, </p><p>I work in the public sector and am looking to review our existing employee benefit offering and how we reward our employees. From what I understand there was not strategy or planning process before launching our various employee benefits and as such these are not aligned to any organisational objectives. There are numerous providers all with different processes and poor historic record keeping. </p><p>I was wondering if anyone would share what employee rewards they offer their employees and details of how you manage these? I would like to move to a annual cycle to allow promotion of these to employees, allow time to reconcile each financial year and provide an annual review of what benefits are working/not working and grow our offering. </p><p>Any thoughts or comments would be appreciated. </p><p>Jodie</p><p></p><p></p><p></p></div>Increasing Employment Engagement at Skyhttps://community.dpgplc.co.uk/human-resources/increased-engagement-at-sky2017-06-23T10:54:25.000Z2017-06-23T10:54:25.000ZRasa Misutehttps://community.dpgplc.co.uk/members/RasaJastrumskyte<div><p>Interesting read, sounds a bit challenging to launch a new employee benefits programme and do the transition from the existing systems within 5 months. But seems it had a good outcome there.</p>
<p><a href="http://www.capita.com/about-us/case-studies/how-we-helped-sky-engage-and-reward-its-employees" target="_blank">http://www.capita.com/about-us/case-studies/how-we-helped-sky-engage-and-reward-its-employees</a></p>
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</div>Engagement: Pulse Surveyshttps://community.dpgplc.co.uk/human-resources/engagement-pulse-surveys2016-12-08T11:32:30.000Z2016-12-08T11:32:30.000ZHannah Rigbyhttps://community.dpgplc.co.uk/members/HannahRigby<div><p>I started in a new job about 8 months ago. As far as I am aware, there has been no engagement surveys done!</p><p>We are rolling out a new 3 year strategy in the new year and I want to know how engagement may rise/fall over the space of a year.</p><p>I am wondering if anyone has done pulse surveys? What are the best questions to ask?</p><p>I was recommended using the Gallup Q12 but it doesn't really link to what we want to know.</p><p>Any help would be appreciated.</p></div>How to boost workplace productivityhttps://community.dpgplc.co.uk/human-resources/how-to-boost-workplace-productivity2016-07-19T10:37:42.000Z2016-07-19T10:37:42.000ZMike Collinshttps://community.dpgplc.co.uk/members/MikeCollins<div><p><a href="http://storage.ning.com/topology/rest/1.0/file/get/378675?profile=original" target="_self"><img src="http://storage.ning.com/topology/rest/1.0/file/get/378675?profile=RESIZE_1024x1024" width="750" class="align-full"></a></p>
<p>Employee engagement, performance management, Key Performance Indicators, outputs, efficiency - all words we associate with measuring workplace productivity and performance.</p>
<p>It is of course a balance between a number of things to find the right formula between optimum productivity, well-being and keeping employees happy.</p>
<p>Behavioural economics and psychology tell us that people react differently to situations and have different approaches to getting things done. The one size fits all approach doesn't work!</p>
<p>The article link below explains how we can look at 7 insights from psychology to boost workplace productivity.</p>
<p><a href="https://www.entrepreneur.com/article/274284" target="_blank">https://www.entrepreneur.com/article/274284</a></p>
<p>It picks out 7 key areas to consider and provides links and resources to take a closer look at. The 7 areas are </p>
<ol>
<li>Mind your demographic</li>
<li>Focus on accomplishments not tasks</li>
<li>Provide real-time feedback </li>
<li>Make work meaningful </li>
<li>Foster the right kind of engagement </li>
<li>Be flexible </li>
<li>Encourage breaks </li>
</ol>
<p><em><strong>How are you supporting and improving workforce productivity?</strong></em></p>
<p><em><strong>Are these 7 insights in line with conversations your having around employment engagement?</strong></em></p>
<p></p></div>Total reward statements - your thoughts please?https://community.dpgplc.co.uk/human-resources/total-reward-statements-your-thoughts-please2016-02-23T12:17:33.000Z2016-02-23T12:17:33.000ZJason Foxhttps://community.dpgplc.co.uk/members/JasonFox<div><p>Hi All</p><p>Im working on putting together a digitally delivered total reward statement for each of our employees so just a couple of questions.</p><ul><li>My main question is, what are the key areas of reward/benefit that you include on your statement please? Granted there could be anything from free parking, tea and coffee and allsorts of other things on there!</li><li>Do you deliver your statements in hard copy or digital format?</li><li>Do you believe that total reward statements are meaningful and engaging anymore in the current economic climate?</li></ul><p>Any and all thoughts are welcomed.</p><p>We wouldnt want to calculate everything of course, but our current package comprises of these areas;</p><ul><li>Occupational Health Services</li><li>Annual Employee Awards Scheme</li><li>Health & Wellbeing initiatives</li><li>Coaching & Mentoring</li><li>Paid Learning & Career Development</li><li>Paid Continuous Professional Development & membership fees</li><li>Childcare Vouchers</li><li>Critical Illness Cover</li><li>Health Screening</li><li>Healthcare Cash Plans</li><li>Contributory Pension & Life Insurance Cover</li><li>Salary Sacrifice Company Car Scheme</li><li>Flexi Time</li><li>Enhanced Sick Pay</li><li>Flexible Working</li><li>Enhanced Maternity Pay</li><li>Enhanced Annual & Special Leave</li><li>Telephone Counselling for employees and their families</li><li>Access to national retail discount schemes </li></ul><p> </p></div>Deloitte 2015 Global Human Capital Trends reporthttps://community.dpgplc.co.uk/human-resources/deloitte-2015-global-human-capital-trends-report2015-03-05T10:18:39.000Z2015-03-05T10:18:39.000ZDebora Figueiredohttps://community.dpgplc.co.uk/members/DeboraFigueiredo<div><p>Bersin by Deloitte have released a new report on the Global Human Capital Trends 2015 which contains great insights and perspectives to help shape your organisation's priorities for 2015. It includes links to an interactive dashboard where you can tailor the findings by geography, company size, and industry.</p>
<p>The just-released report<a href="http://go.bersin.com/B600FL4P5000f07M0z4dAc6"></a> makes the case for a new HR playbook — one that taps HR to be more agile, forward thinking, and bolder in its solutions.</p>
<p>The report involved surveys and interviews with more than 3,300 business and HR leaders from 106 countries. Among the findings:</p>
<ul>
<li>The gap is widening between what business leaders want and what HR is delivering.</li>
<li>Engagement and culture skyrocketed to the no. 1 issue around the world, with 87 percent of companies rating it important or very important vs. 79 percent last year.</li>
<li>Half the respondents rated their leadership shortfalls as “very important,” while only 31 percent believe their leadership pipeline is "ready."</li>
<li>Learning and development issues exploded, rising from the no. 8 to the no. 3 most important talent challenge in this year's study, yet despite this demand, capabilities in learning dropped significantly.</li>
</ul>
<p>Download the <strong><a href="http://www.bersin.com//uploadedFiles/030415-global-human-capital-trends.pdf" target="_blank">Deloitte 2015 Global Human Capital Trends report.</a></strong></p>
<p><a target="_blank" href="http://www.bersin.com//uploadedFiles/030415-global-human-capital-trends.pdf"><img class="align-left" src="http://storage.ning.com/topology/rest/1.0/file/get/376576?profile=original" width="459"></a></p></div>HR Predictions for 2015https://community.dpgplc.co.uk/human-resources/hr-predictions-for-20152015-01-07T12:03:20.000Z2015-01-07T12:03:20.000ZMike Collinshttps://community.dpgplc.co.uk/members/MikeCollins<div><div id="lpeCDiv_107749" class="lpeCElement Rich_Text_4">
<p><span>Bersin Associates have just released a report that I'm sure you will find useful.</span></p>
<p><span data-mce-mark="1">2015 will likely be a tumultuous and transformational year in many areas of corporate talent. The global economic recovery, changing demographics and rapid changes in the technology landscape have come together to redefine the entire nature of work.</span></p>
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<p><span data-mce-mark="1">Access the complimentary report below.</span></p>
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<a href="http://storage.ning.com/topology/rest/1.0/file/get/376503?profile=original" target="_self">HR Predictions for 2015</a>
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In this report they explain key developments and critical insights to help guide your HR, learning and talent strategies in the new year, including:
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<ul>
<li><span data-mce-mark="1">Engagement, retention, culture and inclusion have become front burner issues;</span></li>
<li><span data-mce-mark="1">The redesign of performance management; and</span></li>
<li><span data-mce-mark="1">Skills as currency: corporate learning takes on increasing importance.</span></li>
</ul>
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<p><span data-mce-mark="1">We hope you find this useful.</span></p>
<p><span data-mce-mark="1">If you've any thoughts to share specifically about any of these themes in your organisation we'd love you to share them in comments below </span></p>
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<p><span data-mce-mark="1"><sup> </sup></span></p>
</div></div>Gym Subsidies and/or Memberships for Employeeshttps://community.dpgplc.co.uk/human-resources/gym-subsidies-and-or-memberships-for-employees2014-05-27T16:15:11.000Z2014-05-27T16:15:11.000ZElizabeth Drinkwaterhttps://community.dpgplc.co.uk/members/ElizabethDrinkwater<div><p><span style="color: black; font-family: 'Arial','sans-serif'; font-size: 10pt;">Hi all</span></p><p><span style="color: black; font-family: 'Arial','sans-serif'; font-size: 10pt;">We are looking to subsidise gym memberships for employees in the UK, that much we have agreed on, we have even agreed on how much we will subsidise the memberships by per month.</span></p><p><span style="color: black; font-family: 'Arial','sans-serif'; font-size: 10pt;">What we have been unable to agree on is how we approach this.</span></p><p><span style="color: black; font-family: 'Arial','sans-serif'; font-size: 10pt;">We have three sites in the UK and employees who tend to travel approx. an hour each way by car or train. Initially we considered working in partnership with one gym near each site but this means that a large proportion of those who wish to have subsidised gym membership are unable to take advantage of it due to location and personal requirements.</span></p><p><span style="color: black; font-family: 'Arial','sans-serif'; font-size: 10pt;">I have been looking into Gym Flex and after inquiring with a few employees who used the demo log in on the Gym Flex website there seems to be mixed feedback, some saying the rates given are not that beneficial, the savings made via Gym Flex are not that great etc.</span></p><p><span style="color: black; font-family: 'Arial','sans-serif'; font-size: 10pt;">I wonder if anyone has any experience with Gym Flex and can offer their opinion, or equally does anyone have a better method of implementing this potential benefit.</span></p><p><span style="color: black; font-family: 'Arial','sans-serif'; font-size: 10pt;">We are aiming to offer employees £10 each month towards their membership fees and any corporate rates on top of this would of course be beneficial to the employee group. </span></p><p><span style="color: black; font-family: 'Arial','sans-serif'; font-size: 10pt;">Any help would be gratefully appreciated!</span></p><p> </p></div>