2009员工敬业度调查.pdf

Associate Engagement Survey 2009 2009员工敬业度调查 Objectives 目标 • By the end of the session, you will be able to:这个阶段结束，你将可以做到： – Interpret Gallup Results and compare last year’s results with this year’s results – 说明盖洛普得分并将今年的结果与去年的做对比 – Explain the link between active impact plans and increased employee engagement – 说明积极的行动计划与提升员工敬业度之间的联系 – Impact employee engagement throughout the year – 如何提高员工的敬业度 Revisiting Q12 回顾Q12 • What is one thing you learned while using the Q12 process last year? • 去年你对Q12的整体了解？ • How might this impact your planning process for this year? • 与今年的计划有任何联系吗？ Engaged Employees 敬业员工 • What are some characteristics of engaged employees? • 敬业员工的特征是什么？ – Take one minute in a small group and list – 用一分钟的时间组成一个小组讨论 – Characteristics特征 – Debrief 陈述 • Why does engagement matter? • 为什么敬业很重要？ – Take one minute in your small group and list – 用一分钟的时间组成一个小组讨论 – Debrief 陈述 Reading your Report • Comparing last year’s results to this year’s results对比去年的得分与今年的得分 • Data points to review and compare • 用数据点来回顾和对比 – GrandMean 大平均数 – Top Box (%5)最高点 – Individual Item scores单个项目得分 – Accountability Index (new this year) – 可达到的指标（今年） Comparison 2005 -2006 对比2005 －2006 • Unit单位 • Past Unit以前的单位 • Gallup 50th 盖洛普50th • Gallup 75th盖洛普70th What to look for 我们想要得到的是什么 • GrandMean – increase of .20 or greater = meaningful growth • 大平均数－增加0.2或更多＝显著的增长 • Top Box (%5) – increase of 10 points or greater (workgroup) • 最高点－增加10个点或更多（工作组） • Individual Item scores – increase of .20 or greater • 单个项目的得分－增加0.2或更多 Accountability Index 可达到的指标 • Links Q12 items, impact plans, and meaningful growth • 链接Q12项目，行动计划和显著的增长 • 可达到的指标 • C22,我在以前的员工敬业度调查中得到反馈并在我的公司得以