Employee Research Commitment, motivation and leadership Andrew Cocks Director HR Research NOP

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Employee Research Commitment, motivation and
leadership Andrew CocksDirector HR ResearchNOP
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Research must play a key role in engaging and
motivating staff
You cant manage what you cant measure
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What should we measure?
Morale
Engagement
Motivation
Satisfaction
Commitment
Loyalty
Alignment
But how do we define them?
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Key Driver Analysis
Allows you to focus on issues covered which have
the greatest impact upon.. overall satisfaction,
morale, commitment etc...
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Trade off analysis
Scenario 0ne
Scenario Two
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What typically drives employee satisfaction/
commitment etc...?

• Staff feel valued and respected
• Staff are consulted on issues affecting them
• Perceived honesty and openness of senior
  management
• Understanding of organisational goals and
  objectives

OK overall, but what about specific groups of
employees?
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Employee segments
Engaged managers
Young Turks
Young Mums
Driven aspirationals
Paycheck to paycheck
Mid-life parents
Home based professionals
Final straighters
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What makes an effective leader?
That depends who
you ask!
Senior
Staff
Managers

• Trustworthy and honest
• Seek staff input
• Foster good personal relationships
• Get the basics right
• Consensus

• Charismatic and inspirational
• Communicate clearly to staff what is expected of
  them
• Focus on strategy and vision
• Drive change

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What do employees think about senior management?

• 37 of staff rate the level of trust that exists
  between senior management and employees as good
• 35 rate the leadership provided by senior
  management as good
• 42 rate senior managers as open and honest in
  their communications with staff
• 81 believe their employer conducts its business
  activities with honesty and integrity
• Between 40 and 50 of staff surveyed respond
  neutrally to questions about senior management

NOP Benchmarking averages
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What value are organisational values?
Communication
Respect
Integrity
Excellence
Organisational values statements have the
potential to do serious damage as well as good!
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What do staff think?

• 52 of staff say they have a good understanding
  of corporate values
• 38 say they believe that corporate values are in
  line with their own
• 34 of staff believe senior managers demonstrate
  corporate values by setting a personal example
• Neutral responses tend to be between 30 and 40
  on values issues

NOP Benchmarking averages
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When do they work?
Values statements work when they are.

• Distinctive
• Honest
• Consistent
• Rigorously applied
• Lived at all levels
• Address real issues
• Clearly linked to target behaviours

Otherwise- its probably best not to bother!