Improving RD Engagement for 2012

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Improving RD Engagement
for 2012
Based on 2012 Employee Engagement
Initiatives
Six questions are used to determine the
engagement level
disagree
Defined as the percentage people for
which the average across the 6
questions is a 4.5 or higher
agree
disagree
Disagree
Strongly
1
2
Slightly
Slightly
agree
3
4
Strongly
5
– I would not hesitate to recommend Sodexo to a friend seeking employment
Say
– Given the opportunity, I tell others great things about working here
– I rarely think about leaving Sodexo to work somewhere else
Stay
Strive
– It would take a lot to get me to leave Sodexo
– Sodexo motivates me to contribute more than is normally required
to complete my work
– Sodexo inspires me to do my best work every day
6
Opportunities and Risks
25
21
Communication - In Sodexo there is open and honest two way communication
55%
Senior Leadership - I trust the leadership of Sodexo
65%
Recognition - I receive appropriate recognition (beyond my pay) for my
contributions and accomplishments
47%
16
Pay - I am fairly paid for the contributions I make to Sodexo's success
52%
16
Immediate Manager - My manager provides the support I need to succeed
64%
Customers - As a customer of Sodexo I would be extremely satisfied with the
quality of the products and services
75% 41
Learning, training & development - Sodexo provides me with opportunities to
learn and grow
73%
Resources - Our tools and technology allow me to do my job well
70%
Work activities - I truly enjoy my day to day work tasks
75%
Work life balance - The balance between my work and personal commitments
is right for me
61%
Diversity - At Sodexo, employees who are diverse are valued for the
differences they bring to the workplace
78%
Benefits - Overall, my benefits plan meets my (and my family's) needs well
61%
Coworkers - My coworkers respect my thoughts and feelings
73%
Physical work environment - The physical work environment is appropriate for
the type of work I do
80%
-45
Biggest
Opportunities
35
19
19
15
26
14
13
36
13
29
12
36
12
17
11
36
10
16
10
26
9
34
-35
8
-25
-15
-5
5
15
25
Engagement Dashboard –
US Healthcare & Area 326
RESULTS: Overall
US Healthcare – Overall Key Engagement
Drivers
Area 326 – Overall Key Engagement Drivers
Opportunity Drivers
Opportunity Drivers
Communication
Recognition
Senior
Leadership
Pay
Risk Drivers
Customers
Communication
Recognition
Learning &
Development
Pay
Risk Drivers
Learning &
Development
Work
Activities
Diversity
Senior
Leadership
Physical Work
Environment
Work
Activities
Immediate
Manager
Areas to be improved for
better engagement
Key opportunity drivers are the same as in 2008, which makes sense because
satisfaction has not significantly changed either. Actions have to be taken
in the following areas in order to improve satisfaction on the main
Engagement Drivers:
– Communication (“In Sodexo there is open and honest two way communication”)
– Improve perception that Sodexo management takes into consideration their
employees ideas and opinions (55% satisfied, 54% in 2008, 48% in US and
Noram, 54% in US Average benchmark)
– Recognition (“I receive appropriate recognition (beyond my pay) for my contributions and
accomplishments”)
– Improve perception that Sodexo (not only the immediate manager) recognizes
productive people (52% satisfied vs 49% in 2008, 45% in the US and Noram)
– Senior Leadership (“I trust the leadership of Sodexo”)
– Improve Sodexo Leadership team communication on the future (62% satisfied,
same in 2008, 55% in the US and Noram) – Note that this action also relates to
Communication Driver
History and Plan for FY12
• Action Planning Team
– Area SVP, DM’s, ASM’s, Finance Director & HRD met and
reviewed the overall and area-specific results
• Determined key areas of focus based on results
• Chose Leads & Sponsoring DMs for each based on Team
Criteria: “Lead & Think Differently”
– Introduction webinar to explain results and team goals –
June 30, 2011
– Each Lead/Sponsor will develop focus group questions,
determine invitees, conduct webinars & submits detailed
Action Plan
– Action Planning Team reviews Focus Group findings and
build detailed Action Plan
History and Plan for FY12
• Action Planning Team
– Mary Basel, CNM, DLS MUSC
– Richard McLaughlin, DM in SC (now part of the
First Start Team)
– Tawnya Hutchison, ASM Berdis / Rohde region
• Initial call conducted at the end of FY12
– Determined that a “drill down” survey with the
clinical teams to see if we could get more data
Area 326 focused Clinical Results
The results of the survey indicated that the following could
positively impact dietitian's engagement with Sodexo:
• * To increase Recognition for accomplishments from immediate
supervisors and General Managers
• * To provide more direction and develop career paths to promote *Career
Opportunities
• * To address compensation of dietitians in relation to the Sodexo Benefits
Package
• * To improve *Communication between dietitians and other Sodexo
managers
History and Plan for FY12
Engagement Focus
Engagement Topics:
• Creating Strong Clinical Goals
• Clinical Opportunities
• Best Practice Expectations
Meeting
• Always Obtaining 9/10 on client
surveys
• Understanding Sodexo clinical
benefits
• 30 second elevator speech
Continuing Education:
• Provided 15 additional training
opportunities (internal and
external)
DLS structure:
• Set up a new structure for FY12
where all the units is not visited
were personally contacted via
email / phone for support
History and Plan for FY12
Engagement Focus
ASM / DLS agenda change:
• Agenda
–
–
–
–
“What am I hearing”
Corporate strategy
Hot topics
Sdx training (Gold
checks)
– DLS development
ASM newsletter was created
DLS mentee program:
• Assigned one Engagement
presentation
• Increased to 7
• DLS mentor to take on account
visits as appropriate
“Mini” teams:
• Wellness
• Communications
Recognition Results
83% receive appropriate
recognition for accomplishments
(personal notes, department
meetings, group emails)
Increased from 75% in 2011
45% prefer to be recognized by
their Immediate Manager,
Decrease from 49% in 2011
40% prefer to be recognized by
their General Manager, Increase
from 29% in 2011
Career Opportunity Results
92% know career opportunities
available through Sodexo,
Increased from 78% in 2011
Barriers: 43% content in current
role, increase from 37% in 2011;
27% unable to relocate, increase
from 24%
Benefits Package Results
Sodexo’s benefit package’s average
rating is 74/100 for Very Good or
Excellent, decrease from 81% for
Very Good or Excellent in 2011
63% feel they are being paid fairly,
slight decrease from 65% in 2011
Suggestions to improve: Carry over
time for vacation or receive pay for
unused sick time, salary increase for
board certifications and advanced
degrees/continuing education,
increased options for
saving/retirement/pension, Sodexo
contribute to medical/dental insurance
for employees and expand Dental
PDP options
Learning Opportunity Results
92% participated in Sodexo
webinars, increase from 87% in
2011
38% participated in Sodexo
training, decrease from 59% in
2011
41% participated in local/national
conferences, increase from 36%
in 2011
Enhancing Engagement Results
Provide support needed for
advancement, CNM increase from
34%, GM decrease 41%
Communicating more openly and
directly, CNM increase from 23%,
GM increase 14%
Sharing a common vision for
professional development or career
goals CNM increase from 21%, GM
increase from 16%
Recognizing achievements, CNM
increase from 3%, GM increase
from 16%
Listening and providing constructive
feedback, CNM increase 11%, GM
increase 5%
Overall Results
• Every area of focus went up with the
exception of compensation and benefits
• Interesting Findings:
– Dietitians want to be recognized from their GM more than
the CNM
– Viewed as GM’s do not support employee advancement
– Dietitians are not getting out of the unit for Sodexo
trainings
– Benefits package reference appears to be self-op
Next Steps for FY13
• Working on Engagement Calendar with new some new topics
and some refreshed topics
• Creating new “mini” champion teams
• Identifying a possible training road map for clinical
development
• Restructuring the DLS program for quarterly support
• Using social media to improve recognition
Question and Answer
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