Employee

Engagement Survey

Proposal
AON Hewitt Engagement Model

2
 Employee Engagement | why it matters

Higher productivity. … and measuring engagement

Customer excellence. is only the start.
Revenue & profit growth.

✓ Measuring employee engagement and taking positive Leadership needs to commit to engagement
action sends a strong signal to our people that we as a business imperative.
care.

✓ Employees have an opportunity to voice their

opinions and contribute to making our company a
We need to translate the results into action
better place to work.
and drive positive change.
✓ There is a strong relationship between employee
engagement and business performance.

✓ Organisations with higher engagement levels have

We must continually focus on improving
better talent, operational, customer and financial
engagement throughout the employee
outcomes.
lifecycle.
✓ Best employers measure, monitor and work
collaboratively to improve engagement & use it as a
business indicator. Managers must continuously foster a culture
of engagement & a cadence for regular
✓ Employee engagement plays a key role in creating a
follow-ups.
change-agile organisation.
 About the Survey | background

Purpose
To understand how engaged our people are and how they feel about their working environment. The overall goal is to
identify the drivers of engagement that need to be addressed in an effort to further engage our people and drive
business performance.

Administration
1st wave of Engagement Survey planned to be launched in xxxxx
– 3 weeks for fill in;
- 2 weeks to analyse and present results
- 1 month for action planning/workshops
Score from 1-10
Questions in Annex for validation

Scope
All employees in Company +/- other entities (if statistical relevant and confidentiality ensured - > 6 employees)

Benchmarks
No benchmark available if we run it in house; proposed to analyse it versus local data available on the market

Confidentiality
The survey is confidential and is administered by HR. It will only generate a report for teams where seven or more
employees have responded to the survey.
Platform to be used - TBD
 Employee Engagement Survey

The survey will give us how engaged our team is, the drivers of employee engagement and provide insights to help us put the results
into context.
✓ Improvement areas that require immediate attention,
✓ Areas where you need to sustain/maintain efforts,
✓ Key issues to address and change to further engage our people & drive business performance.

The survey is designed to answer two key questions:

1. How engaged are our employees? – Engagement Index (%), eNPS (#)
2. What’s driving engagement? – Satisfaction Drivers
L I S T E N
Next
A C T
steps
T R A C K
 Employee Engagement | our approach

Employee Engagement Index Satisfaction Score on Drivers

AON model Say, Stay, Strive approach proposed, consisting 78 core questions to measure experience at work across 18
of 6 validated behavioural questions engagement drivers (categories):

• Senior Leadership
Engaged employees exhibit 3 core behaviours: (behaviours & strategy)
• Supervision • Career
opportunities
They speak positively about their employer

1
• Learning &
to colleagues, customers, friends & family.
• Brand development
Employees want others to say good • Performance
• Customer
Say things.
centricity management

They are committed to their employer.

2 Stay
Employees feel they belong and it
would take a lot for them to leave.
• Communication
• Talent & Staffing
• Enabling
• Collaboration
• Empowerment
infrastructure • Work tasks
• Diversity & inclusion
• Work/ life balance
Their employer motivates them to

3
perform. • Work from Home
• Rewards& Recognition
Employees feel inspired to give
Strive discretionary effort.
 Next steps

LISTEN. ACT. TRACK. is a simple 3-step process to Engagement action planning and tracking.

Engage

Listen Act Track

Act
Weeks 1 to 2 Weeks 3 to 4 Week 4 onwards

• Review & understand results
& open comments
• Identify key priority issues
• Explore deeper into results
via team discussions or
focus groups
• Communicate results with
transparency and commit to
taking action
• Work with the team to • Continuously review progress
develop an action plan & maintain momentum
• Establish accountabilities • Undertake pulse surveys /
against a timeline & set further focus groups
targets
• Communicate achievements
• Implement & communicate & celebrate success stories
plan & timelines