Hazel Hodgins, head of employee engagement and insight, worked with Robertson Cooper on a project that looked at qualitative data in the survey. This showed a link between employee engagement and employee wellbeing which correlated with differing performance levels between business areas. The bank is now tailoring action plans to specific locations and units.
The problem wasn't that Barclays EOS scores were bad - they compared well with a global high-performance norm group. Using a Robertson Cooper survey tool, employees were asked both whether certain workplace issues were present and also how troubled by them they were. For example, long hours may be a factor that people are comfortable with, while their relationship with their line manager might be unbearable.
The results were revealing:
"The ASSET pilot confirmed generally high and positive commitment and engagement levels. The survey showed that, while engagement levels accounted for about 16% of the variation in productivity levels, this increased to 24% when psychological wellbeing was included."
You can find out more by reading the full article which is part of a series on using data, metrics and statistics in HR. Previous articles:
Read the complete post at http://www.xperthr.co.uk/blogs/employment-intelligence/2012/05/hr-teams-generate-a-lot.html
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2 May 2012 11:59 AM
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XpertHR - Employment Intelligence
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