how to wow employees
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HOW TO WOW EMPLOYEES. What it takes to be one of the 100 Best Nonprofits to Work For in Oregon Brandon Sawyer Research Editor, Oregon Business magazine. What Are the 100 Best Nonprofits ?. - PowerPoint PPT PresentationTRANSCRIPT
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HOW TO WOW EMPLOYEES
What it takes to be one of the 100 Best Nonprofits to Work
For in Oregon
Brandon SawyerResearch Editor, Oregon
Business magazine
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What Are the 100 Best Nonprofits?
Based on Oregon Business magazine’s comprehensive four-year-old survey, first conducted in spring 2009
Inspired by our 19-year-old 100 Best Companies to Work For in Oregon survey
Published in our October issue Celebrated at dinner event in late September
Promoted through use of our logo, on our website,in other media, etc.
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Survey Components Employee survey
Counts for 5/6 of an organization’s overall score, based on satisfaction ratings
35 scaled questions and two open-ended questions, taking bout 10 minutes to complete
Subjective Employer Benefits survey
Counts for 1/6 of an organization’s overall score
About 50 questions, taking a half hour or so to complete
Objective
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The Employee Survey Five statements in each of the following sections: Work Environment Management & Communications Mission & Goals Career Development & Learning Benefits & Compensation
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Green Employee Survey Ten statements in Sustainable Practices Not counted in 100 Best Nonprofits scoring
Used only for our 100 Best Green Companies to Work for in Oregon, published in the June issue of Oregon Business
Scored along with 15 Sustainable Practices questions from the Employer Survey
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Volunteers & Employee Survey
Unpaid volunteers may also take the survey at the discretion of participating nonprofits Must work a minimum of 20 hours on average per month
Omitted from Benefits & Compensation section
A minimum of 10 paid employees and/or qualified volunteers is required
10 or more employee surveys must be completed by the end of the survey in order to qualify for consideration in the list
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Employee Survey Components
For each survey statement employees rate two things: How satisfied they are with the performance of their organization in that area
How important that particular item is to their overall satisfaction with their organization
Statements rated on scale of -3 (not at all) to +3 (very)
Entirely subjective Counts for 500 points of 100 Best Nonprofits score Scored based on average satisfaction ratings of all responding employees and volunteers
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The Employer Benefits Survey
A single employer representative, usually the HR director, completes this
Questionnaire on health, time off, retirement, work/life balance, career development and other benefits
Answers are objective; yes/no and numbers or percentages
Includes 15 Sustainable Practices questions used only for the 100 Best Green Companies to Work For scoring
Counts for 100 points of 100 Best Nonprofits score
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Dynamic Between Satisfaction and
Importance Importance indicates expectations of employees within the workplace
Satisfaction indicates whether workplace is meeting those expectations
Gap between importance and satisfaction shows areas where employee morale may be most improved
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Statements most important to Oregon nonprofit employees,
2011Imp.Rank
Survey Statement Sat.Rank
Avg.Score
1 Treatment by supervisors and management
7 2.68
2 Pride and belief in the organization
2 2.65
3 Flexibility to balance family, community and job obligations
3 2.64
4 Teamwork, cooperation and fun at work
8 2.59
5 Open and clear communications within organization
20 2.56
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Statements Oregon nonprofit employees are most satisfied
with, 2011Sat.Rank
Survey Statement Imp.Rank
Avg.Score
1 Fairness for differing racial, gender, sexual-orientation, disability, age and economic groups
6 2.30
2 Pride and belief in the organization
2 2.23
3 Flexibility to balance family, community and job obligations
3 2.17
4 Progress of mission and purpose
9 2.07
5 Paid time off and leave benefits
7 2.07
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Statements with biggest gaps between importance and
satisfaction, 20111 Opportunities for increases in pay and benefits
1.63
2 Adequacy and fairness of compensation across organization
1.22
3 Open and clear communications within organization
1.21
4 Opportunities for promotion and advancement
1.07
5 Timely discipline and termination for poor performance
1.06
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What employees are saying
“My boss allows me to run my project as I wish. He is always available to listen or offer suggestions. He is an extremely positive person.”
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“ I would like more interaction with my supervisor. I feel like much of the information about my role is filtered then communicated through a team member to me. This filtering can cause a break in the sense of teamwork.”
What employees are saying
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What employees are saying
“There is a sense of pride among the people with whom I work, and a genuine sense of caring for one another. We do emotionally difficult work and thus need a large degree of trust with each other.”
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What employees are saying
“There is a lack of confidence and support in enabling a staff person to make decisions and execute a program without micromanagement from the top.”
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What employees are saying
“I love that we can bring our dogs and babies to work with us! It makes the work place so much less stressful. I also love all of the different ethnic foods and treats that employees bring in to share..”
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What employees are saying
“Obviously being a non-profit organization budget issues are always a concern However, employees should be rewarded with annual raises for doing such an amazing job.
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What employees are saying
“We support our clients to be independent in the ways that they can in a playful loving and respectful way that brings most days full of laughter and smiles!!! Our managers facilitate our (caregivers) ability to sustainably give care by supporting us with care!!”
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What employees are saying
“There are too many people in charge and they have a hard time trying not to step on each others toes and the direct workers can kind of be seen as less-than.”
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What employees are saying
“I work with the best people, producing great art, in a beautiful place. I feel supported and nurtured by the organization and my boss.”
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100 Best Nonprofit Reports
Huge benefit of participation: Available to all participants that meet survey qualification requirements Minimum of 10 employee/volunteer surveys At least 10% of employees responding Completed employer survey
Free Basic report available Employee write-in comments and Comprehensive reports available for a fee
Easy and valuable way to pinpoint areas of strength and weakness
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Average Category Scores, All Participating Nonprofits, 2011
82.672.4
80.9 74.7 72.9
91.5 88.6 90.8 88.2 89.4
0102030405060708090
100
Workenvironment
Management andcommunications
Mission andgoals
Careerdevelopmentand learning
Benefits andcompensation
Satisfcation Importance
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Work Environment, All Participating Nonprofits, Satisfaction vs.
Importance 2011
1.7
1.7
1.9
2.3
2.2
2.4
2.3
2.6
2.5
2.6
0 0.5 1 1.5 2 2.5 3
Clearly defined policies and procedures
Quality and efficiency of physicalworkspace, tools and equipment
Teamwork, cooperation and fun at work
Fairness for differing racial, gender, sexual-orientation, disability, age and economic
Flexibility to balance family, community andjob obligations
Satisfaction Importance
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Management & Communications, All Participating Nonprofits,
Satisfaction vs. Importance 2011
1.2
0.8
1.3
1.5
1.9
2.1
1.8
2.6
2.4
2.7
0 0.5 1 1.5 2 2.5 3
Rewards and acknowledgement for topperformance
Timely discipline and termination for poorperformance
Open and clear communications withinorganization
Regular feedback from supervisors on jobperformance
Treatment by supervisors and management
Satisfaction Importance
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Mission & Goals, All Participating Nonprofits, Satisfaction vs.
Importance 2011
2.2
2.1
1.3
1.6
2.1
2.6
2.3
2.3
2.5
2.5
0 0.5 1 1.5 2 2.5 3
Pride and belief in the organization
Support for the broader community
Employee involvement in decision-making
Trust in management and/or Boarddecisions
Progress of mission and purpose
Satisfaction Importance
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Career Development & Learning, All Participating Nonprofits,
Satisfaction vs. Importance 2011
1.7
1
1.7
1.5
1.6
2.5
2.1
2.5
2.1
2.3
0 0.5 1 1.5 2 2.5 3
Clear goals and expectations for agiven job
Opportunities for promotion andadvancement
Opportunities to grow and staychallenged
Support for off-site education andtraining
On-the-job training
Satisfaction Importance
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Benefits & Compensation, All Participating Nonprofits,
Satisfaction vs. Importance 2011
0.7
2.1
1.4
1.6
1.1
2.3
2.5
2.2
2.4
2.4
0 0.5 1 1.5 2 2.5 3
Opportunities for increases in pay andbenefits
Paid time off and leave benefits
Retirement plan options and employercontribution
Health and wellness plan quality, optionsand cost
Adequacy and fairness of compensationacross organization
Satisfaction Importance
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General conclusions Satisfying nonprofit employees in terms of pay, benefits and promotion remains a challenge
Clear, effective and regular communication by management with employees, as well as involving them in decisions, provides an opportunity to boost morale with less fiscal impact
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General conclusions Team-building, acknowledgement and rewarding top workplace performers, and discipline of poor performers may also improve morale
Nonprofit employees value Work Environment highly so maintaining flexibility, work/life balance, family-friendly policies and sufficient time off is critical
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General conclusions Employees also value Mission & Goals and are more satisfied with their organizations in this area; they take pride in their workplace and advancing the mission
Providing constructive feedback and being proactive in helping employees build skills and develop careers inspires great loyalty and strengthens the overall organization
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Benefits of survey participation
It’s free Easy and convenient: accessible online from any computer or mobile device or on paper in English and Spanish
Dialogue with employees: Employees get a unique chance to voice their opinions confidentially
Honest feedback: Employers gain valuable insight about the business from those on the front lines.
Higher morale and efficiency The List Event and promotion Employee attraction and retention
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100 Best Nonprofits schedule
Sign up: April 23 to June 15 Survey: April 23 through June 22 Scoring and ranking: Qualified nonprofits are informed in late July if they rank (though not where) among the top 100 nonprofits
Survey results: Participants may order a free overview of survey results or a more detailed report for a fee August through November
Event and list: The 100 Best Nonprofits will be honored Sept. 27 at a dinner event in Portland
List will be published in the October issue of Oregon Business and online at www.oregonbusiness.com
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Participating in our survey
The 2012 100 Best Nonprofits survey opens today!
At least 10 Oregon employees and/or qualified volunteers required
Sign up at www.oregon100best.com Questions: Contact me at 503-445-8828 or [email protected]