An IRS survey (IRS, 2004) established that the following were the top five influences
on employee satisfaction and commitment and employee satisfaction:
1. Relationship with manager – 63 per cent.
2. Relationship with colleagues – 60 per cent
3. Quality of line management – 62 per cent.
4. Recognition of contribution – 56 per cent.
5. Leadership: visibility and confidence – 55 per cent
The survey also obtained examples from organizations of what they were doing to increase commitment:
● Bacardi-Martini – focus groups, team briefings, consultation with union, joint consultative committee, attitude surveys, road shows.
● Eversheds – ‘have your say’ communication sessions involving all employees, key business discussions.
● Lefarge Cement – joint partnership training courses with managers and trade union representatives, regular business updates, bonus scheme linked to jointly agreed performance indicators, team development workshops.
● North Herts District Council – introduction of staff consultation forums, new policies for complaints resolution and dignity at work.
● West Bromwich Building Society – various focus groups, social club, away-days by department.
● Yorkshire Water – active and comprehensive communications, involvement in business planning, face-to-face meetings with directors, consultation on change, celebration of business success, rewards and recognition.
1. Relationship with manager – 63 per cent.
2. Relationship with colleagues – 60 per cent
3. Quality of line management – 62 per cent.
4. Recognition of contribution – 56 per cent.
5. Leadership: visibility and confidence – 55 per cent
The survey also obtained examples from organizations of what they were doing to increase commitment:
● Bacardi-Martini – focus groups, team briefings, consultation with union, joint consultative committee, attitude surveys, road shows.
● Eversheds – ‘have your say’ communication sessions involving all employees, key business discussions.
● Lefarge Cement – joint partnership training courses with managers and trade union representatives, regular business updates, bonus scheme linked to jointly agreed performance indicators, team development workshops.
● North Herts District Council – introduction of staff consultation forums, new policies for complaints resolution and dignity at work.
● West Bromwich Building Society – various focus groups, social club, away-days by department.
● Yorkshire Water – active and comprehensive communications, involvement in business planning, face-to-face meetings with directors, consultation on change, celebration of business success, rewards and recognition.
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