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Oct 01, 2023 •268 likes •544 views

R E S P E C T 2019 Employee Engagement Survey Results Introduction The Alameda Health System survey was administered from May 28 to July 5, 2019 2,672 of the 5,203 invited employees completed the survey, resulting in a 51% response rate

  1. R E S P E C T 2019 Employee Engagement Survey Results

  2. Introduction ➜ The Alameda Health System survey was administered from May 28 to July 5, 2019 ➜ 2,672 of the 5,203 invited employees completed the survey, resulting in a 51% response rate ➜ The RESPECT survey is based on 45 items: • 35 items evaluate the seven dimensions of RESPECT • They also provide an assessment of senior leaders and direct line managers • In addition, five items each measure employees’ engagement with the organization and their confidence in the organization’s performance ➜ All 45 items are asked on a 5-pt agreement scale (strongly disagree to strongly agree)

  3. 7 Dimensions of RESPECT R E S P E C T Truth Recognition Exciting Work Security Pay Education and Conditions Frank, honest and A job that’s A pat on the back - Confidence that Fair compensation A well-equipped Career Growth transparent for a day’s work acknowledgment for interesting, solid work and a workplace that Opportunities to communication from a job well done - challenging and fun well-managed is physically develop skills over managers and from managers organization lead comfortable and the course of a senior leaders and the organization to job security socially inviting productive career at large

  4. The RESPECT-Performance Paradigm LEADERSHIP EMPLOYEE ORGANIZATIONAL ORGANIZATIONAL PRACTICES EXPERIENCE CAPABILITY PERFORMANCE Indexes Dimensions/Index Indexes Business Metrics SENIOR MANAGEMENT EMPLOYEE ENGAGEMENT • Provides direction RESPECT • Communicates well • Proud of company • Shows concern • • Overall satisfaction Recognition • Views employees as • • Great place to work Exciting Work important to success Customer • • Committed to stay Security • • Pay Discretionary effort Satisfaction • Education and and Career Growth • Financial PERFORMANCE Conditions at Work • DIRECT MANAGER CONFIDENCE Truth Performance • Shows respect • Innovative products Seven dimensions + • Provides recognition • Superior quality overall RESPECT index • • Offers useful feedback Satisfied customers • Supports employee growth • Able competitor • Builds confidence • Outstanding future

  5. Evaluating Strengths and Opportunities FAVORABLE UNFAVORABLE Strengths 70% or more and 20% or less Opportunities for 50% or less and 20% or more Improvement

  6. Identifying Significant Differences Group or Trend Comparisons If number of respondents Look for differences in in smallest unit compared is… percent favorable of… 100 or more 5% or more 50 to 99 10% or more Less than 50 15% or more

  7. Headlines ➜ The majority of employees like their work, believes it makes good use of their skills and abilities, and provides them with a sense of accomplishment. ➜ Employees also report that their managers treat them with dignity and respect, that they feel part of a team, and that their co-workers cooperate to get the job done. ➜ Many employees do not see senior management demonstrating that employees are important to the organization’s success, nor believe that those who perform well have secure jobs. Likewise, many do not believe senior management provides a clear picture of the future, nor communicates credibly. ➜ Similarly, many employees are skeptical regarding the quality of the organization’s products and services and of its ability to compete well against others in the industry. ➜ Overall, results are significantly below Health Care industry norms on most dimensions/indexes, including the important Employee Engagement and Performance Confidence indexes. ➜ Drivers of engagement and performance confidence are fundamentally related to senior management demonstrating that employees are important, having confidence in the future, and open, honest, two- way communication within the organization.

  8. Leadership Practices: Senior Management Index The Senior Management Index % Fav Comparison to: (SMI) groups all of the RESPECT survey items pertaining to an % % organization’ s senior management SENIOR MANAGEMENT Healthcare Fav Unfav The RESPECT-Performance Paradigm INDEX SCORE 37 32 -18 15. Senior management demonstrates that employees are important to the success of the 39 31 -20 organization. 35. Senior management gives employees a clear picture of the direction the organization is 38 31 -20 headed. 5. Senior management shows concern for the 38 35 -15 wellbeing and morale of employees. 34. When my organization's senior management says something, you can believe 35 30 -16 it's true.

  9. Leadership Practices: Direct Manager Index The Direct Manager Index (DMI) % Fav Comparison to: groups all of the RESPECT survey items pertaining to an employee’ s % % direct manager DIRECT MANAGER Healthcare Fav Unfav The RESPECT-Performance Paradigm INDEX SCORE 60 19 -4 2. My manager treats me with dignity and 76 11 -2 respect. 1. My manager provides me with recognition or 65 18 -7 praise for doing good work. 11. My manager builds confidence in our 58 20 -3 team's future success. 32. My manager gives me useful feedback on 57 21 -6 how well I'm doing my job. 21. My manager has made a personal 45 27 = investment in my growth and development.

  10. Employee Experience: RESPECT The RESPECT Summary Index % Fav Comparison to: includes the most central or typical % % RESPECT SUMMARY Healthcare item from each of the seven Fav Unfav RESPECT dimensions; these seven INDEX SCORE 55 21 -8 items were identified based on statistical analyses My organization values my contribution. (R) 51 21 -11 The RESPECT-Performance Paradigm My work gives me a feeling of personal 77 9 = accomplishment. (E) I feel there is a promising future for me at my 46 23 -12 organization. (S) I am paid fairly for the work I do. (P) 53 25 -6 My organization is helping me develop the 45 23 -9 skills that I will need in the future. (E) 72 11 -3 I feel that I am part of a team. (C) In my organization, there is open, honest two- 37 33 -18 way communication. (T)

  11. Organizational Capability: Employee Engagement Employee Engagement evaluates % Fav Comparison to: the extent to which employees are motivated to contribute to % % EMPLOYEE ENGAGEMENT Healthcare organizational success and are Fav Unfav willing to apply discretionary effort INDEX SCORE 55 16 -9 The RESPECT-Performance Paradigm 37. I am proud to tell people I work for my 66 11 -1 organization. 39. I intend to be working for my organization 60 11 -4 for a long time. 36. Considering everything, I am satisfied with 59 16 -9 my organization as a place to work. 38. I would recommend my organization as a 51 18 -12 great place to work. 40. My organization motivates people to work 42 27 -17 hard and put in extra effort when needed.

  12. Organizational Capability: Performance Confidence Performance Confidence measures % Fav Comparison to: employees ’ confidence in the products, services, overall % % competitiveness and future of their PERFORMANCE CONFIDENCE Healthcare Fav Unfav organization INDEX SCORE 39 23 -30 The RESPECT-Performance Paradigm 41. Overall, customers are very satisfied with the products and services they receive from my 47 16 -26 organization. 45. I believe this organization has an 44 18 -25 outstanding future. 42. My organization provides higher quality products and services than other similar 36 27 -30 organizations. 43. My organization competes well against 35 28 -39 others in its industry. 44. My organization's products and services 33 28 -32 are consistently innovative.

  13. The RESPECT-Performance Paradigm LEADERSHIP EMPLOYEE ORGANIZATIONAL PRACTICES EXPERIENCE CAPABILITY EMPLOYEE SENIOR MANAGER ENGAGEMENT INDEX INDEX 37% 55% RESPECT INDEX 55% PERFORMANCE DIRECT MANAGER CONFIDENCE INDEX INDEX 60% 39%

  14. RESPECT Dimensions LEADERSHIP EMPLOYEE ORGANIZATIONAL ORGANIZATIONAL PRACTICES EXPERIENCE CAPABILITY PERFORMANCE Indexes Dimensions/Index Indexes Business Metrics SENIOR MANAGEMENT RESPECT EMPLOYEE ENGAGEMENT • Recognition • Exciting Work Customer EDUCATION & CAREER EXCITING WORK SECURITY PAY CONDITIONS • Security RECOGNITION TRUTH Satisfaction GROWTH • Pay 46% 74% 45% 62% and • Education and 55% 42% 48% Career Growth Financial • Conditions at Work Performance • Truth PERFORMANCE DIRECT MANAGER CONFIDENCE

  15. Results Summary: Indexes and Dimensions COMPARISON TO RESPECT Benchmark Absolute Rating (% favorable) Above Equal Below • Exciting Work High • Employee Engagement Index • RESPECT Index Mid-range • Direct Manager Index • Recognition • Conditions • Performance Confidence Index • Senior Management Index • Security Low • Pay • Education and Career Growth • Truth

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