passion in our workplace passionworks! survey company findings january 2011
TRANSCRIPT
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Passion in Our Workplace
• PassionWorks! Survey• Company Findings January
2011
• .
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Why Now?
• Support culture change work• Assess available capacity in organization
(extent to which discretionary effort untapped talent)
• Temperature check
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PassionWorks!™ Model
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What’s Your Profile?
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About the Diagnostic
• Results reflect a point in time.
• Three-pronged Validation – Statistician– User feedback– Interviews/focus groups
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About the Diagnostic
80 Individual Questions– 40 on the conditions for
passion (e.g. impact, values, feedback, communications)
– 40 on the phases (5 questions/phase)
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About the Diagnostic
45 Corporate Questions– 40 on the corporate
environment– 5 on key retention
indicators
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About the Diagnostic• PassionWorks! Score: XXX/400
– The higher the score, the more probable your environment will generate a passionate team
– 275 or less will mean you are unlikely to be in a strong PassionFlow™ phase.
• Phase Scores: XX/50– 8 phases– Highest score 50/50 (only 5 in dbase for PF)– Range of intensity: 30-36/50 (lower); 37-43/50
(medium); 44+ (high)
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Management Report
• Individual categories and high/low scores
• Corporate categories and high/low scores
• Key Retention Indicators with comments
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83% participation rate – a significant amount of PassionFlow™ upon which to build.
PF in top 390%
PF the top
score80%
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37.45
0
5
10
15
20
25
30
35
40
45
50
score
PassionFlow phase
Opportunity to shift into a strongly positive score to take Company to the next level and secure retention of talent
NEUTRAL
POSITIVE
NEGATIVE
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PassionWorks™ Individual Driver Score is average.
132
298
383
0
20
40
60
80
100
120
140
160
180
200
220
240
260
280
300
320
340
360
380
400
score
Highest score(top 30 in entire dB)
Lowest score(bottom 4 in entire dB)
NEUTRAL
POSITIVE
NEGATIVE
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Individual Driver Categories - Relatively happy with the conditions of immediate work environment & “self”.
Co. XYZ
dB8.90 I'm very clear on my
personal values
NEUTRAL
POSITIVE
NEGATIVE
9.05 I care about what I produce &
how
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Corporate Driver Categories - Quite low (with top question scores encouraging)
Vision
/ Foc
us
Quality
Lead
ersh
ip / D
iffer
entia
tion
Inte
ract
ions
Collab
orat
ion
Proce
sses
Caring
/ Har
mon
y / C
ultur
e
Comm
unica
tions
Co. XYZ
dB 9.07 Quality of customer
relationships important
NEUTRAL
POSITIVE
NEGATIVE
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Products & Services are held in relatively high esteem
NEUTRAL
POSITIVE
NEGATIVE
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Products & ServicesMgt-10/9
Mgt.-8/7
Mgt.-6 or less
Emp.-10/9
Emp.-8/7
Emp.-6 or less
Excellence “as good as”
Don’t know products
First class/Excellent
Not as strong as compet-ition or are “average”
Low knowledge
Values Some products not great
Expensive NB. Products mentioned more than service
Low knowledge
Price
Claims Low knowledge across company
Not very innovative
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Focus Areas
• Retention• Burnout• Resources• Communication
18
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Retention is at risk, but recommendation is somewhat stronger
0.00
1.00
2.00
3.00
4.00
5.00
6.00
7.00
8.00
9.00
10.00
6.60
7.58
NEUTRAL
POSITIVE
NEGATIVE
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Place to Work
20
Mgt-10/9
Mgt.-8/7
Mgt.-6 or less
Emp.-10/9
Emp.-8/7
Emp.-6 or less
People People Change PeopleHR Practices
Compen-sation
Compen-sation / Under-valued
Environ-ment
Environ-ment
Compen-sation
Opportun-ities
Lack of Upward Mobility
Excellence Vision/Values
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Risk of Burnout
PassionFlowing phase
Rushing phase Resting phase Obsessing phase
37
25 2523
37
23
28
24
Co. XYZdB
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People fairly happy with their immediate work experience / self, but resources a red flag.
Co. XYZ
dB
NEUTRAL
POSITIVE
NEGATIVE
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Lowest immediate environment / self questions – less celebration and meaningful feedback.
NEUTRAL
POSITIVE
NEGATIVE
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… but people are not so happy with the corporate environment
NEUTRAL
POSITIVE
NEGATIVE
Vision
/ Foc
us
Quality
Lead
ersh
ip / D
iffer
entia
tion
Inte
ract
ions
Collab
orat
ion
Proce
sses
Caring
/ Har
mon
y / C
ultur
e
Comm
unica
tions
Co. XYZdB
4.83 Regular
customer
feedback
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RecommendationsSTART STOP KEEP
• Priority Management• Re-assess Resource
Allocation• Communicate/Get
Feedback (in/out)• Product & Service
Training• Succession
Planning/Career Mgt.
• Measure & Celebrate• Differentiate and
Innovate• Reengineering
• Making things equally important
• Avoiding performance issues
• Accepting complacency/low output
• Overwhelming key resources
• Values front & center (caring, supportive, family-focused, friendly, excellence)
• Auditing products / services for value
• Claims philosophy / processing
• Compensation benchmarking
• Having fun!
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Next Steps
• Department Reports/Consultations• Action Planning by Department• Employee Seminars around “How do I
find my passion at work?”