Organizational Assessment
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Organizational Assessment
Unless you can read someone’s mind, the best way to find out how they feel is to ask. Bell, Inc. has developed an in-house climate survey that is an excellent tool for identifying employee relations issues. The survey has four outcomes:
- It identifies positive items and strengths within the organization that are building blocks for success;
- It identifies “other” issues that if unresolved can cause your employees to seek solutions outside the organization.
- The survey feedback along with recommendations helps establish work and communication priorities, and;
- Finally, it gives leadership time to address issues that are of concern to employees and the opportunity to maintain open dialogue on progress.
The survey process is personal but non-invasive and allows leaders and employees the opportunity to comment on their perceptions of the workplace.
The Process
The assessment process is straightforward and non-threatening. It consists of two key data collection components, data analysis, alienation/satisfaction evaluation, recommendations prioritized by cost and impact, separate feedback to the senior leadership involved, the local management team, and the employees, and a report outlining this information. The assessment is often done at the request of client counsel.
The Management Assessment
The Management Assessment typically involves one-on-one supervisory interviews. Supervisors respond to a series of questions regarding what they believe to be their employees’ perceptions of certain workplace issues. Additionally, supervisors are asked to respond to certain questions from their own perspective. These responses are evaluated. Management interviews last about 45 minutes each.
Employee Focus Groups
Employee Focus groups typically involve groups of about 20 employees (in their natural work teams if possible). Employees answer a short questionnaire on workplace issues. This is followed by a group discussion on workplace issues including items viewed as positive, items that could be improved and other issues as they arise. The focus groups generally last about an hour. While we are typically there to listen and facilitate, periodically we may address employee misperceptions of some workplace issues. In this way, we begin help employees grasp the reality of what is occurring in the workplace. In some cases, this may shed a positive light on the employer at other times it may not. The goal is to get to the truth so we can address perceptions leading to the resolution of issues.
Data Analysis
Data Analysis is conducted on the resulting employee-management information. The responses are evaluated and compared. A comparison is made and a gap analysis performed. The resulting analysis will give management a view of how they may begin to impact employee workplace attitudes. It will also offer rationale for certain employee attitudes, and how they could affect future workplace issues.
Feedback
Feedback is offered in several formats. First, the senior leadership (and the site leader) is offered an initial snapshot (verbally as soon as the assessment is completed). Second, generally within seven days, a draft report is provided to the senior leadership. This draft contains a complete analysis including quantitative factors, a narrative to address qualitative issues, and draft recommendations. The final report is completed as soon as is practical.
The management team is provided feedback on an excerpted version of the final report. This feedback includes enough information to ensure issues are clearly identified and potential resolution factors are understood. Employee feedback takes the form of a general presentation of issues, recommendations and activity the management team has initiated in the wake of the assessment.
The Final Report
The Final Report is submitted to the executive leadership team via appropriate legal counsel.
Action Plan & Implementation
Post-Assessment Action Plan
Separately from the assessment process, our staff can help prepare and implement a post-assessment action plan to help the leadership team in executing solutions.