2016 Employee Climate Survey THEME E Monica R. Allen, PhD - - PowerPoint PPT Presentation

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2016 Employee Climate Survey THEME E Monica R. Allen, PhD - - PowerPoint PPT Presentation

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2016 Employee Climate Survey THEME E Monica R. Allen, PhD Presentation to Board of County Commissioners LEADING by Strategic Planning & Evaluation CHANGE September 13, 2016 1 Background, Purpose, and Methodology Survey Response

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2016

Employee Climate Survey

Monica R. Allen, PhD Presentation to Board of County Commissioners by Strategic Planning & Evaluation September 13, 2016

THEME E LEADING CHANGE

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SLIDE 2

Overview

 Background, Purpose, and Methodology  Survey Response  Enterprise Trends

 Motivation & Satisfaction  Board of County Commissioners values employees  Federal vs. State/Local Government

 Employee Comments (themes)  Conclusion

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Background, Purpose, and Methodology

 14th Year  Purpose:

1. Assess employee motivation and satisfaction (11 sub-measures) 1. Assess progress toward performance management goals 2. Identify employee perceptions of business support services 3. General sentiments from employees

 Administered online using Qualtrics software  Assessed 64 Corporate items and various Department- Agency specific questions  Conducted for three weeks: April 4 – April 25  Majority of the results are based on the percent of respondents that select agree or strongly agree

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Survey Response

 3,792 out of 5,139 (full-time and part-time) employees (74% response rate)  Representative sample of County employees

58% 56% 66% 62% 67% 61% 66% 60% 80% 81% 80% 80% 74%

50% 60% 70% 80% 90% 100%

FY04 FY05 FY06 FY07 FY08 FY09 FY10 FY11 FY12 FY13 FY14 FY15 FY16

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Demographic Responses*

2% 19% 29% 30% 20%

% of County Respondents by Age

Under 25 25-34 35-44 45-54 55 or older

37% 63%

% of County Respondents by Gender

Male Female

*Respondents reflect a valid sample of the County government employee population 5

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Demographic Responses*

*Respondents reflect a valid sample of the County government employee population

82% 18% 1%

% of County Respondents by Job-Level

Front-Line Supervisor/Manager Senior/Executive

43% 44% 6% 1% 6%

% of County Respondents by Race/Ethnicity

Black/African-American Non-Hispanic/White Hispanic/Latino Asian/Pacific Islander Other

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Enterprise Results

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64 Survey Items

Results by Performance Standards

Exemplary Performance

(88%-100%)

35

questions Successful Performance

(80%-87%)

22

questions Mixed Results

(70%-79%)

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questions

Needs Improvement

(69% and below)

1

question

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Highest and Lowest Rated Items

99% The work I do is important.

  • Also the highest rated in 2015 (99%), 2014 (98%) and 2013 (98%)

69%

I am aware of the Mecklenburg County Leadership Competencies.

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Employee Motivation & Satisfaction

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Employee Motivation & Satisfaction Index

  • Perceptions of County
  • Supervisors
  • Coworkers

11 Questions:

 I would recommend Mecklenburg County to others as a good place to work  Most days I feel good about coming to work  I am able to openly communicate concerns to my supervisor  My supervisor provides the flexibility I need to balance work and personal life  My supervisor encourages creative thinking  My supervisor treats me with respect  My supervisor encourages an open exchange of ideas  My supervisor acknowledges my achievements  My supervisor teams me fairly  My co-workers are willing to assist each others  My co-workers are respectful of one another

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Employee Motivation & Satisfaction Index

  • Most important index for the County to use

in understanding employee satisfaction in the workplace; provides for levels of accountability

  • High employee satisfaction is correlated

with lower turnover and higher job performance

  • Research suggests that employee

satisfaction is one of the largest predictors for customer satisfaction “If you improve employee motivation, engagement and satisfaction, you make it more likely that you’ll be able to build a stronger, more livable community.” ~ National Research Center Inc.

(March 2016) 12

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Employee Motivation & Satisfaction Index

  • Perceptions of County
  • Supervisors
  • Coworkers

79% 81% 82% 82% 85% 88% 84% 85% 87% 88% 88% 89% 89%

70% 72% 74% 76% 78% 80% 82% 84% 86% 88% 90%

FY04 FY05 FY06 FY07 FY08 FY09 FY10 FY11 FY12 FY13 FY14 FY15 FY16 Results Target

Recession Recovery Period Recession

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Correlation between employee satisfaction and customer satisfaction

84% 85% 87% 88% 88% 89% 89% 84% 96% 97% 96% 97% 97% 50% 60% 70% 80% 90% 100% 110% FY10 FY11 FY12 FY13 FY14 FY15 FY16

Employee Motivation & Satisfaction Customer Satisfaction Linear (Customer Satisfaction)

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*

* FY16 customer satisfaction data not yet final

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Correlation between employee satisfaction and voluntary resignation rate

84% 85% 87% 88% 88% 89% 89% 4.60% 5.30% 5.20% 4.20% 5.00% 5.48% 6.30%

0.00% 1.00% 2.00% 3.00% 4.00% 5.00% 6.00% 7.00% 50% 55% 60% 65% 70% 75% 80% 85% 90% 95% FY10 FY11 FY12 FY13 FY14 FY15 FY16

Employee Motivation & Satisfaction Resignation Rate

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Employee Motivation & Satisfaction Index Items

93% 93% 91% 90% 88% 88% 87% 87% 87% 87% 86%

70% 75% 80% 85% 90% 95% 100%

Supervisor treats me with respect Supervisor provides flexibility to balance work and personal life Supervisor treats me fairly Co-workers are willing to assist each other Co-workers are respectful of each other Recommend Mecklenburg County to

  • thers as a

good place to work Supervisor encourages an

  • pen exchange
  • f ideas

Supervisor acknowledges my achievements Am able to

  • penly

communicate concerns to my supervisor Supervisor encourages creative thinking Most days I feel good about coming to work

Results Target (84%)

Employee Motivation & Satisfaction Index

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Employee Motivation & Satisfaction Index Items

93% 93% 91% 90% 88% 88% 87% 87% 87% 87% 86%

70% 75% 80% 85% 90% 95% 100%

Supervisor treats me with respect Supervisor provides flexibility to balance work and personal life Supervisor treats me fairly Co-workers are willing to assist each other Co-workers are respectful of each other Recommend Mecklenburg County to

  • thers as a

good place to work Supervisor encourages an

  • pen exchange
  • f ideas

Supervisor acknowledges my achievements Am able to

  • penly

communicate concerns to my supervisor Supervisor encourages creative thinking Most days I feel good about coming to work

Results Target (84%)

Employee Motivation & Satisfaction Index

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FY16,88%

  • f Employees

Indicated They Would “Recommend Mecklenburg County as a Good Place to Work”

94% 95% 94% 95% 92% 90% 76% 81% 90% 91% 90% 89% 88%

65% 70% 75% 80% 85% 90% 95% 100%

FY04 FY05 FY06 FY07 FY08 FY09 FY10 FY11 FY12 FY13 FY14 FY15 FY16 Results Target 18

Recession Recovery Period Recession

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Employee Motivation & Satisfaction Index Items

93% 93% 91% 90% 88% 88% 87% 87% 87% 87% 86%

70% 75% 80% 85% 90% 95% 100%

Supervisor treats me with respect Supervisor provides flexibility to balance work and personal life Supervisor treats me fairly Co-workers are willing to assist each other Co-workers are respectful of each other Recommend Mecklenburg County to

  • thers as a

good place to work Supervisor encourages an

  • pen exchange
  • f ideas

Supervisor acknowledges my achievements Am able to

  • penly

communicate concerns to my supervisor Supervisor encourages creative thinking Most days I feel good about coming to work

Results Target (84%)

Employee Motivation & Satisfaction Index

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FY16,87%

  • f Employees

Indicated “My Supervisor Acknowledges my Achievements”

79% 84% 84% 86% 86% 88% 88% 86% 87%

65% 70% 75% 80% 85% 90%

FY08 FY09 FY10 FY11 FY12 FY13 FY14 FY15 FY16 Results Target 20

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Acknowledging employee achievements/ recognition

 Workplace recognition motivates, provides a sense of accomplishment and makes employees feel valued for their work.  Recognition not only boosts individual employee engagement, but it also has been found to increase productivity and loyalty to the company, leading to higher retention.  Acknowledging employees' best work can be a low-cost endeavor -

  • it can be as small as a personal note or a thank-you card. But the

key is to know what makes it meaningful and memorable for the employee, and who is doing the recognizing. ~ Gallup June 2016

It matters?

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Employee Motivation & Satisfaction Index Items

93% 93% 91% 90% 88% 88% 87% 87% 87% 87% 86%

70% 75% 80% 85% 90% 95% 100%

Supervisor treats me with respect Supervisor provides flexibility to balance work and personal life Supervisor treats me fairly Co-workers are willing to assist each other Co-workers are respectful of each other Recommend Mecklenburg County to

  • thers as a

good place to work Supervisor encourages an

  • pen exchange
  • f ideas

Supervisor acknowledges my achievements Am able to

  • penly

communicate concerns to my supervisor Supervisor encourages creative thinking Most days I feel good about coming to work

Results Target (84%)

Employee Motivation & Satisfaction Index

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FY16,93%

  • f Employees

Indicated “My Supervisor Provides me the Flexibility I Need to Balance Work and Personal Life”

88% 91% 89% 91% 91% 92% 92% 92% 93%

75% 77% 79% 81% 83% 85% 87% 89% 91% 93% 95%

FY08 FY09 FY10 FY11 FY12 FY13 FY14 FY15 FY16 Results Target 23

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Employee work and personal life balance

 Work-life balance ranks as the second most important workplace attribute behind compensation, according to research conducted by the Corporate Executive Board among more than 50,000 global workers.

 Employees who feel they have a better work-life balance tend to work 21 percent harder than those that don’t

It matters?

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Demographic Results by Motivation & Satisfaction

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Motivation & Satisfaction by

AGE

93% 88% 89% 88% 91%

80% 82% 84% 86% 88% 90% 92% 94% Under 25 25 to 34 35 to 44 45 to 54 55 or older

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Motivation & Satisfaction by

AGE

93% 88% 89% 88% 91%

80% 82% 84% 86% 88% 90% 92% 94% Under 25 25 to 34 35 to 44 45 to 54 55 or older

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Motivation & Satisfaction by

GENDER

90% 88%

75% 77% 79% 81% 83% 85% 87% 89% 91% 93% 95% Male Female

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Motivation & Satisfaction by

GENDER

90% 88%

75% 77% 79% 81% 83% 85% 87% 89% 91% 93% 95% Male Female

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Motivation & Satisfaction by RACE/ ETHNICITY

88% 91% 90% 89%

80% 82% 84% 86% 88% 90% 92% 94%

Black/African-American White/Caucasian Hispanic/Latino Asian/Pacific Islander 30

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Motivation & Satisfaction by RACE/ ETHNICITY

88% 91% 90% 89%

80% 82% 84% 86% 88% 90% 92% 94%

Black/African-American White/Caucasian Hispanic/Latino Asian/Pacific Islander 31

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Board of County Commissioners and Employees

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FY16,79% of Employees Indicated “Board of County Commissioners values County Employees”

70% 74% 79% 79%

50% 55% 60% 65% 70% 75% 80% 85% 90% FY13 FY14 FY15 FY16

Results Target (84%) 33

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Federal vs. Local Government Employees

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Federal Government

  • vs. Local

Government employees

90% 57% 63% 78% 99% 79% 88% 93%

0% 20% 40% 60% 80% 100% 120% The work I do is important My workload is reasonable Recommend

  • rganization as a

great place to work My supervisor provides the flexibiilty I need to balance work and personal life Federal Mecklenburg

“The annual Federal Employee Viewpoint Survey found that local government employees were more satisfied with their jobs and more inclined to know what was expected from them.” ~ Governing 2016

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Employee Comments (Themes)

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Qualitative Themes from Employee Comments

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  • Communication on organizational and

departmental matters

  • Desire for employees to be more involved in

decisions that affect them

  • Workload (need for balance and adjustment based
  • n demand for services)
  • Workplace security (perceptions of security after

work in office AND going to vehicle)

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Conclusion

Initiate Discover Plan Execute Store Analyze Develop Deliver Act

January 2016 July – Dec. 2016 April 2016

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2016

Employee Climate Survey

Monica R. Allen, PhD Presentation to Board of County Commissioners by Strategic Planning & Evaluation September 13, 2016

THEME E LEADING CHANGE

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