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

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  Enterprise Trends  Motivation & Satisfaction Overview  Board of County Commissioners values employees  Federal vs. State/Local Government  Employee Comments (themes)  Conclusion 2

 14 th 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 Background,  Administered online using Qualtrics software Purpose, and Methodology  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 3

 3,792 out of 5,139 (full-time and part-time) employees (74% response rate)  Representative sample of County employees Survey 100% Response 90% 80% 81% 80% 80% 80% 74% 67% 70% 66% 66% 62% 61% 60% 58% 56% 60% 50% FY04 FY05 FY06 FY07 FY08 FY09 FY10 FY11 FY12 FY13 FY14 FY15 FY16 4

Demographic Responses* % of County Respondents by Age % of County Respondents by Gender 2% 20% 19% 37% 63% 30% 29% Male Female Under 25 25-34 35-44 45-54 55 or older *Respondents reflect a valid sample of the County government employee population 5

Demographic Responses* % of County Respondents by Job-Level % of County Respondents by Race/Ethnicity 1% 1% 6% 6% 18% 43% 44% 82% Black/African-American Non-Hispanic/White Hispanic/Latino Front-Line Supervisor/Manager Senior/Executive Asian/Pacific Islander Other 6 *Respondents reflect a valid sample of the County government employee population

Enterprise Results 7

Results by Performance Standards 64 Survey Items Mixed Exemplary Results Performance (70%-79%) (88%-100%) 6 35 Needs Successful Improvement Performance questions (69% and below) questions (80%-87%) 1 22 question questions 8

99% The work I do is important. - Also the highest rated in 2015 (99%), 2014 (98%) and 2013 (98%) Highest and Lowest Rated Items 69% I am aware of the Mecklenburg County Leadership Competencies. 9

Employee Motivation & Satisfaction 10

11 Questions:  I would recommend Mecklenburg County to others as a good place to work Employee  Most days I feel good about coming to work Motivation &  I am able to openly communicate concerns to my supervisor  My supervisor provides the flexibility I need to balance work and personal life Satisfaction  My supervisor encourages creative thinking Index  My supervisor treats me with respect - Perceptions of County  My supervisor encourages an open exchange of ideas - Supervisors  My supervisor acknowledges my achievements - Coworkers  My supervisor teams me fairly  My co-workers are willing to assist each others  My co-workers are respectful of one another 11

• 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 Employee performance Motivation & • Research suggests that employee satisfaction is one of the largest Satisfaction predictors for customer satisfaction Index “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

Recession Recession Recovery Period 90% 89% 89% 88% 88% 88% Employee 88% 87% 86% Motivation & 85% 85% 84% 84% Satisfaction 82% 82% 82% 81% Index 80% 79% - Perceptions of County 78% - Supervisors 76% - Coworkers 74% 72% 70% FY04 FY05 FY06 FY07 FY08 FY09 FY10 FY11 FY12 FY13 FY14 FY15 FY16 Results Target 13

110% 100% 97% 97% 97% 96% 96% Correlation 90% 89% 89% 88% 88% between 87% 85% 84% 84% employee 80% satisfaction and 70% customer satisfaction 60% 50% FY10 FY11 FY12 FY13 FY14 FY15 FY16 * Employee Motivation & Satisfaction Customer Satisfaction Linear (Customer Satisfaction) * FY16 customer satisfaction data not yet final 14

95% 7.00% 89% 89% 6.30% 88% 88% 90% 87% 6.00% 85% 84% 5.48% 85% 5.30% 5.20% Correlation 5.00% 5.00% 80% 4.60% between 4.20% 4.00% 75% employee 70% satisfaction and 3.00% voluntary 65% 2.00% resignation rate 60% 1.00% 55% 50% 0.00% FY10 FY11 FY12 FY13 FY14 FY15 FY16 Employee Motivation & Satisfaction Resignation Rate 15

Employee Motivation & Satisfaction Index 100% 95% 93% 93% Employee 91% 90% 90% 88% 88% Motivation & 87% 87% 87% 87% 86% 85% Satisfaction 80% Index Items 75% 70% Most days I feel Supervisor Am able to Supervisor Supervisor Recommend Co-workers are Co-workers are Supervisor Supervisor Supervisor good about encourages openly acknowledges encourages an Mecklenburg respectful of willing to assist treats me fairly provides treats me with coming to work creative communicate my open exchange County to each other each other flexibility to respect thinking concerns to my achievements of ideas others as a balance work supervisor good place to and personal work life Results Target (84%) 16

Employee Motivation & Satisfaction Index 100% 95% 93% 93% Employee 91% 90% 90% 88% 88% Motivation & 87% 87% 87% 87% 86% 85% Satisfaction 80% Index Items 75% 70% Most days I feel Supervisor Am able to Supervisor Supervisor Recommend Co-workers are Co-workers are Supervisor Supervisor Supervisor good about encourages openly acknowledges encourages an Mecklenburg respectful of willing to assist treats me fairly provides treats me with coming to work creative communicate my open exchange County to each other each other flexibility to respect thinking concerns to my achievements of ideas others as a balance work supervisor good place to and personal work life Results Target (84%) 17

Recession Recession Recovery Period 100% 95% 95% 95% 94% 94% 92% FY16, 88% 91% 90% 90% 90% 90% 89% 88% of Employees 85% Indicated They Would “Recommend 81% 80% Mecklenburg County 76% as a Good Place to 75% Work” 70% 65% FY04 FY05 FY06 FY07 FY08 FY09 FY10 FY11 FY12 FY13 FY14 FY15 FY16 Results Target 18

Employee Motivation & Satisfaction Index 100% 95% 93% 93% Employee 91% 90% 90% 88% 88% Motivation & 87% 87% 87% 87% 86% 85% Satisfaction 80% Index Items 75% 70% Most days I feel Supervisor Am able to Supervisor Supervisor Recommend Co-workers are Co-workers are Supervisor Supervisor Supervisor good about encourages openly acknowledges encourages an Mecklenburg respectful of willing to assist treats me fairly provides treats me with coming to work creative communicate my open exchange County to each other each other flexibility to respect thinking concerns to my achievements of ideas others as a balance work supervisor good place to and personal work life Results Target (84%) 19

90% 88% 88% 87% 86% 86% 86% 85% FY16, 87% 84% 84% 80% of Employees 79% Indicated “My Supervisor 75% Acknowledges my Achievements” 70% 65% FY08 FY09 FY10 FY11 FY12 FY13 FY14 FY15 FY16 Results Target 20

 Workplace recognition motivates, provides a sense of accomplishment and makes employees feel valued for their work. Acknowledging employee  Recognition not only boosts individual employee engagement, but it also has been found to increase productivity and loyalty to the achievements/ company, leading to higher retention. recognition  Acknowledging employees' best work can be a low-cost endeavor - It matters? - 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 21

Employee Motivation & Satisfaction Index 100% 95% 93% 93% Employee 91% 90% 90% 88% 88% Motivation & 87% 87% 87% 87% 86% 85% Satisfaction 80% Index Items 75% 70% Most days I feel Supervisor Am able to Supervisor Supervisor Recommend Co-workers are Co-workers are Supervisor Supervisor Supervisor good about encourages openly acknowledges encourages an Mecklenburg respectful of willing to assist treats me fairly provides treats me with coming to work creative communicate my open exchange County to each other each other flexibility to respect thinking concerns to my achievements of ideas others as a balance work supervisor good place to and personal work life Results Target (84%) 22

95% 93% 93% 92% 92% 92% 91% 91% 91% 91% FY16, 93% 89% 89% 88% of Employees 87% Indicated “My 85% Supervisor Provides 83% me the Flexibility I Need to Balance Work 81% and Personal Life” 79% 77% 75% FY08 FY09 FY10 FY11 FY12 FY13 FY14 FY15 FY16 Results Target 23