Thank you for this. Indeed, you've landed on one of the underutilized superpowers of a smart IC pro - the ability and willingness to ask better questions than what are normally asked, and deliver better insights than leaders can deduce on their own or buy in from "name" vendors.
Despite being the biggest name in the EE/EX field, Gallup charade is the one I don't recall ever coming across citing success examples. I imagine Jim Harter, Gallup's Chief Scientist Workplace, addressing a room full of CEOs and answering these questions. "Where have you done this before? What was the process, how long did it take, who led the initiative, what was the CEO's responsibility, and how did you overcome the blocking we all know will occur from the politics, culture, and siloed groups? How were the results measured, how long did it take for the results to show up in the financials, what did it cost, and were your fees based on the results? Finally, were the results sustainable?" These are not arbitrary questions; they are what CEOs ask us at every sales presentation. As for Q12, imagine you have the results, thousands of yeses and noes; what will you do, and who will do it? If ever there was an example of a Brand transcending common sense, here it is
A wonderful thought provoking piece. Thank you Mike and Shaun. I'm currently running an experiment creating tailored surveys based on the best set of questions, not really looking at an overall engagement score, but actually focusing on 5 factor's that link to a healthy organisational culture rather than purely engagement and performance, being:
1. Leadership, Strategy, Progress & Direction
2. Employee Connection & Communications
3. Performance, Productivity & Development
4. Work Environment, Culture & Wellbeing
5. People Management, Feedback & Recognition.
I gathered as many of the questions that the top survey companies like Gallup, Best Workplace, CultureAMP, etc, use, which came to about 200-300 in total. I then partnered with AI to assist me in running a first pass over the entire set, to help me list them into relevant categories and remove duplicates. I reviewed this and refined them. I worked with the AI to restructure the questions into agree or disagree statements which I then simplified and cut down further. This gave me a decent set I could then work with as my baseline. I developed a further foundation for the survey being the business priorities and its outcomes, to then shape the sections of the survey and the questions and statements asked. Together with AI I've developed a rough set of imagined actions that could come about from each section as a starter for ten before scrunitising the responses.
I've had a 34% response rate, of 1 in 3 people completed the survey, with a minimum of 25% response from every business area, giving me a fairly decent trusted sample size to work with.
I'm now going through the results using AI again to help do the initial heavy lifting of the analysis, together with my view of the answers and what I think the data is telling me.
Overall, I'm landing on not to do a simplified "engagement" score, but really looking at scoring what are we tracking across important determinants of a healthy organisational culture related to the business priorities.
I'm trying to prove the concept and design a blueprint that you don't need the Gallup's of the world to run tailored and aligned surveys yourself.
I'm a solo IC lead. AI is my friend. Let's see how my experiment goes.
There need be only a single question, but asked by the CEO. The responses need to be collected by a third party reporting to the CEO. The third-party has to be able challenge blockers up to the CEO staff meeting if necessary. The thing Gallup and all other are missing is that they typically work through HR. Neither HR, Gallup or any other services providers have the ability to challenge leadership. That's been the draw back since this began in 1920 with the Employee Satisfaction survey. This example was doen with a single questin and completed in ten weeks with the fees based on the improvement to their ncome statement. https://chiefexecutive.net/employee-engagement-ceos-actually-listening/
Thank you for this. Indeed, you've landed on one of the underutilized superpowers of a smart IC pro - the ability and willingness to ask better questions than what are normally asked, and deliver better insights than leaders can deduce on their own or buy in from "name" vendors.
Despite being the biggest name in the EE/EX field, Gallup charade is the one I don't recall ever coming across citing success examples. I imagine Jim Harter, Gallup's Chief Scientist Workplace, addressing a room full of CEOs and answering these questions. "Where have you done this before? What was the process, how long did it take, who led the initiative, what was the CEO's responsibility, and how did you overcome the blocking we all know will occur from the politics, culture, and siloed groups? How were the results measured, how long did it take for the results to show up in the financials, what did it cost, and were your fees based on the results? Finally, were the results sustainable?" These are not arbitrary questions; they are what CEOs ask us at every sales presentation. As for Q12, imagine you have the results, thousands of yeses and noes; what will you do, and who will do it? If ever there was an example of a Brand transcending common sense, here it is
Bingo
A wonderful thought provoking piece. Thank you Mike and Shaun. I'm currently running an experiment creating tailored surveys based on the best set of questions, not really looking at an overall engagement score, but actually focusing on 5 factor's that link to a healthy organisational culture rather than purely engagement and performance, being:
1. Leadership, Strategy, Progress & Direction
2. Employee Connection & Communications
3. Performance, Productivity & Development
4. Work Environment, Culture & Wellbeing
5. People Management, Feedback & Recognition.
I gathered as many of the questions that the top survey companies like Gallup, Best Workplace, CultureAMP, etc, use, which came to about 200-300 in total. I then partnered with AI to assist me in running a first pass over the entire set, to help me list them into relevant categories and remove duplicates. I reviewed this and refined them. I worked with the AI to restructure the questions into agree or disagree statements which I then simplified and cut down further. This gave me a decent set I could then work with as my baseline. I developed a further foundation for the survey being the business priorities and its outcomes, to then shape the sections of the survey and the questions and statements asked. Together with AI I've developed a rough set of imagined actions that could come about from each section as a starter for ten before scrunitising the responses.
I've had a 34% response rate, of 1 in 3 people completed the survey, with a minimum of 25% response from every business area, giving me a fairly decent trusted sample size to work with.
I'm now going through the results using AI again to help do the initial heavy lifting of the analysis, together with my view of the answers and what I think the data is telling me.
Overall, I'm landing on not to do a simplified "engagement" score, but really looking at scoring what are we tracking across important determinants of a healthy organisational culture related to the business priorities.
I'm trying to prove the concept and design a blueprint that you don't need the Gallup's of the world to run tailored and aligned surveys yourself.
I'm a solo IC lead. AI is my friend. Let's see how my experiment goes.
There need be only a single question, but asked by the CEO. The responses need to be collected by a third party reporting to the CEO. The third-party has to be able challenge blockers up to the CEO staff meeting if necessary. The thing Gallup and all other are missing is that they typically work through HR. Neither HR, Gallup or any other services providers have the ability to challenge leadership. That's been the draw back since this began in 1920 with the Employee Satisfaction survey. This example was doen with a single questin and completed in ten weeks with the fees based on the improvement to their ncome statement. https://chiefexecutive.net/employee-engagement-ceos-actually-listening/