The tough decisions organisations have taken in recent years have left many employees dissatisfied in their job – and low levels of employee engagement cost. The link between highly engaged employees and productivity is well documented, so in today’s low-growth economy, getting employee engagement right has never been more important.
Most organisations conduct some kind of employee engagement survey, which typically provides a high volume of statistical data and reams of narrative feedback. But these more ‘traditional’ surveys do not undertake analysis to identify the root causes of low engagement levels, and cannot summarise from the findings to draw valuable insights.
TEDD® (The Employment Deal Diagnostic) takes a new approach to provide such insight. It is a leading engagement tool which measures workforce performance by looking at the exchange of contributions between employer and employee. TEDD® is not simply about generating an engagement score or a series of static and discreet indices. It explores the dynamic nature of the employment relationship through a series of lenses that integrate statistical modelling with narrative analysis to produce actionable outcomes.
Conversational commentary or free text statements made by employees in the survey tool are captured and analysed using digital natural language processing techniques. This means that organisations aren’t reliant on the statistical measurement of ‘engagement’, but instead can gain deep insights in to the relationship between employer and employee to help identify the causes and impact of poor engagement.
Example: Line Manager Relationship Cloud
- TEDD® produces performance recipes – profiles that depict the optimum blend of ingredients to generate sustainable high performance from the workforce.
- TEDD® produces key drivers that show which components of that blend are having the biggest impact on performance.
- These outputs provide rich opportunities for conversations with the client about potential intervention strategies.
- Flexibility: it can be used in light touch or deep dive form, with mobile functionality.
- Speed: Quick reporting timeframes – typically the initial report is available within a week of the survey closing.
- Applicability: Can also be used for retrospective analysis to provide new insights from existing data.
- Cost: Disrupts existing cost models from other providers.
Case Study: The Employment Deal Diagnostic at Medway Community Healthcare
Medway Community Healthcare (MCH) is a social enterprise Community Interest Company. It provides high-quality planned and unplanned community and inpatient NHS services to the people of Medway and surrounding areas. It is a £57 million-business with 1,250 staff.
- MCH wanted to discover the aspects of the employment deal believed to be most valued and aligned with high people performance and engagement.
- Linked with this was an aim to explicitly surface tensions that had most impact on an employee’s work experience and perceptions of the deal.
- MCH had traditionally conducted annual NHS staff surveys supplemented by internally managed staff engagement surveys. While these had produced some useful insights, they tended to be characterised as statistically driven.
- The internal sponsor (Human Resources & Organisational Development Director) recognised that their approach to employee ‘voice’ via a standard opinion survey lacked authenticity. It was too one-dimensional and failed to provide enough insight into the social dynamics of the organisation. On this basis, the sponsor invited the TEDD® team to deploy the Employee Value Proposition (EVP) methodology, in order to provide this insight to social dynamics.
- The TEDD® tool was deployed across the organisation and captured over 700 employee responses.
- The free text survey responses were very rich and revealed a wealth of insights expressed through personal accounts that were clustered into a number of main themes.
- These were analysed and presented using heat maps to draw out key insights.
- Blending this data with other sources from the EVP methodology produced ‘performance recipes’.
Benefits to the client
- The performance recipes were used to prime conversations for change with the senior leadership team and heads of service. This type of feedback was a useful way of discussing tensions in a non-threatening way. It helped participants swap ideas and suggestions about new ways of talking about the employment deal.
- Using the analysis, MCH developed action plans at organisation and service unit level which focused on EVP improvements that would deliver the biggest benefit to workforce performance.
“The TEDD® approach provided us with a depth of analysis and insight we had never seen before. The findings have been invaluable in enhancing employee engagement and improving workforce performance.”
Human Resources & Organisational Development Director, Medway Community Healthcare