Can anyone help me in making action plans on the first basic question of Gallup 12 questions?
"What is expected of me at work?"
I understand that action plan would be different for different companies but in general what can be a common action plan?
Thanks
From India, Bhubaneswar
"What is expected of me at work?"
I understand that action plan would be different for different companies but in general what can be a common action plan?
Thanks
From India, Bhubaneswar
Hi Shravani,
Gallup had already suggested underlying meaning for each question in the Q12. I would want you to search the web for the same as this would be of great help to analyze all the questions.
As far as the current question is concerned, you must be aware that the the Q12 is measured on a 5 point scale ( Strongly Agree - Strongly Disagree ), hence if maximum percentage of sample falls under the disagree scale, then the organization needs to look out ways to bring in clarity with respect to work by developing roles and responsibilities pertaining to each of the designations / departments etc and bucket them. Most importantly the management must make all the employees align with the mission, vision and objectives of the organization.
As at the end of the day, if an employee is not clear to what he needs to do then all his energy he puts in his work would be a waste. Its similar to placing the ladder on the wrong wall which would lead you to a wrong destination even more quickly.
Hope the explanation helps!
Regards
Rakesh
From India, Secunderabad
2Gallup had already suggested underlying meaning for each question in the Q12. I would want you to search the web for the same as this would be of great help to analyze all the questions.
As far as the current question is concerned, you must be aware that the the Q12 is measured on a 5 point scale ( Strongly Agree - Strongly Disagree ), hence if maximum percentage of sample falls under the disagree scale, then the organization needs to look out ways to bring in clarity with respect to work by developing roles and responsibilities pertaining to each of the designations / departments etc and bucket them. Most importantly the management must make all the employees align with the mission, vision and objectives of the organization.
As at the end of the day, if an employee is not clear to what he needs to do then all his energy he puts in his work would be a waste. Its similar to placing the ladder on the wrong wall which would lead you to a wrong destination even more quickly.
Hope the explanation helps!
Regards
Rakesh
From India, Secunderabad
Thanks Rakesh for this quick response. However please guide me as to how management can align each employee with vision, mission and values of the porganization. If you can help me with an example, it would be easy for me.
After researching on internet sites, I have come to the conclusion that while work is to be emphasized on disengaged employees, at the same time the engaged and not so engaged also cannot be ignored.
Secondly we need to first design the roles for each department and employee in form of KRAs perhaps.
The first basic question calls for accountability. how to make action plans on that? In form of stretched targets?
Please let me know if I am in the right direction.
Regards
From India, Bhubaneswar
After researching on internet sites, I have come to the conclusion that while work is to be emphasized on disengaged employees, at the same time the engaged and not so engaged also cannot be ignored.
Secondly we need to first design the roles for each department and employee in form of KRAs perhaps.
The first basic question calls for accountability. how to make action plans on that? In form of stretched targets?
Please let me know if I am in the right direction.
Regards
From India, Bhubaneswar
Dear Shravani,
As Mr. Rakesh said aligning the employees to their Mission, Vision & Objectives is very important thing in any organisation.
In this new era, once the Mission,Vision & Objectives (MVO) for an organisation is identified, the next fore more step is to identify the departmental objectives. for example you might be having a different departments like Operation, HR, Marketing, IT etc.
Here the role of the HR is to make aware the MVO to all department heads, after through understanding of the same, give them a task to frame a Departmental objectives (DO). they have to be given the time limit to frame the same with the help of their team mates. Here involving their team mates creates the sense of responsibility & accountability to achieve those. once all the DO of all departments has been framed, we got the Overall route map to achieve the goal.
Now through the performance review system, KRA's & KPI's has to be identified based on the DO,rather then overall company objectives. this brings them the clear clarity among the employees. They will also be aware that every accountability follows with the responsibility.
The same has to be reviewed Quarterly /Half yearly - internally by HOD of the respective department - in relation to the KRA's & KPI's. and the necessary changes has to be made towards aligning towards departmental objectives.
In the above process, we have brought up the clarity among the department heads through framing the DO, which demands those team members to demonstrate the same within the specified time line.
I hope this brings on the clarity.
Regards,
Sunil
From India, Bangalore
As Mr. Rakesh said aligning the employees to their Mission, Vision & Objectives is very important thing in any organisation.
In this new era, once the Mission,Vision & Objectives (MVO) for an organisation is identified, the next fore more step is to identify the departmental objectives. for example you might be having a different departments like Operation, HR, Marketing, IT etc.
Here the role of the HR is to make aware the MVO to all department heads, after through understanding of the same, give them a task to frame a Departmental objectives (DO). they have to be given the time limit to frame the same with the help of their team mates. Here involving their team mates creates the sense of responsibility & accountability to achieve those. once all the DO of all departments has been framed, we got the Overall route map to achieve the goal.
Now through the performance review system, KRA's & KPI's has to be identified based on the DO,rather then overall company objectives. this brings them the clear clarity among the employees. They will also be aware that every accountability follows with the responsibility.
The same has to be reviewed Quarterly /Half yearly - internally by HOD of the respective department - in relation to the KRA's & KPI's. and the necessary changes has to be made towards aligning towards departmental objectives.
In the above process, we have brought up the clarity among the department heads through framing the DO, which demands those team members to demonstrate the same within the specified time line.
I hope this brings on the clarity.
Regards,
Sunil
From India, Bangalore
Hi Shravani,
Coming to question in a survey engagement like "What is expected of me at work?" – be better framed as “ Are the work expectations and objectives are well defined ?. As Rakesh explained well that this is to be answered in 5 point scale ( Strongly Agree ----Strongly disagree) and also a blank space to write their comments. Preferably this should be done by a third party to maintain the confidentiality of the process.
Coming back to your query to Rakesh as how to align employee’s goals with vision and values of Organization.
For instance, Vision of a company to exceed customer’s expectations
Sales Manager’s KRA would include – Meeting Sales Target alongwith the customer Satisfaction Rating ( CSR) of --%
Customer Service - Make sure customers get the consignment within the stipulated time frame as per the commitment given to customer as per P.O. by internal and external co-ordination.
Production, Procurement, QA & Dispatch – Production in time within the price range ( if raw material prices fluctuate) , Procurement to ensure timely supply of raw materials within price margin, QA for timely inspection and dispatch for timely ship out the finished goods in agreed upon packaging etc. to meet the specifications provided in the Purchase Order (PO).
If these parameters are well defined and linked well to each other processes can ensure joint team effort to ensure the customer’s expectation are met or exceeded by way of well defined KPIs alongwith KRAs.
CSR – needs to be conducted preferably by the third party to arrive at the CSR % .
The engagement survey can help your company determine how committed employees are and how this commitment influences their work effort. One software firm I know of uses engagement items such as "being proud to work for the company, or motivated to go beyond what is expected," to measure employees' engagement. It is found that highly engaged employees are 1.3 times more likely to be high performers than those with lower engagement - and five times less likely to leave the company voluntarily.
It is recommended that the engagement survey should cover the following areas:
1. Satisfaction with the job or organization.
2. Commitment to the work, supervisor or organization.
3. Willingness to encourage a friend to join the company and be an advocate of the firm.
A few sample statements in a survey might be the following: "I am satisfied with this company as a great place to work ", "Can feel the high energy and excitement" or "My boss inspires the best in people." The resulting data helps HR to identify any obstacles that might get in the way of satisfaction, or reveal things that are not working and require attention.
Please don't start the survey unless your organization is committed to acting on the data, and to maintaining open communication regarding change initiatives. It is a highly effective way to know how your employees view their work and company.
Best wishes,
Rajat Joshi
From India, Pune
Coming to question in a survey engagement like "What is expected of me at work?" – be better framed as “ Are the work expectations and objectives are well defined ?. As Rakesh explained well that this is to be answered in 5 point scale ( Strongly Agree ----Strongly disagree) and also a blank space to write their comments. Preferably this should be done by a third party to maintain the confidentiality of the process.
Coming back to your query to Rakesh as how to align employee’s goals with vision and values of Organization.
For instance, Vision of a company to exceed customer’s expectations
Sales Manager’s KRA would include – Meeting Sales Target alongwith the customer Satisfaction Rating ( CSR) of --%
Customer Service - Make sure customers get the consignment within the stipulated time frame as per the commitment given to customer as per P.O. by internal and external co-ordination.
Production, Procurement, QA & Dispatch – Production in time within the price range ( if raw material prices fluctuate) , Procurement to ensure timely supply of raw materials within price margin, QA for timely inspection and dispatch for timely ship out the finished goods in agreed upon packaging etc. to meet the specifications provided in the Purchase Order (PO).
If these parameters are well defined and linked well to each other processes can ensure joint team effort to ensure the customer’s expectation are met or exceeded by way of well defined KPIs alongwith KRAs.
CSR – needs to be conducted preferably by the third party to arrive at the CSR % .
The engagement survey can help your company determine how committed employees are and how this commitment influences their work effort. One software firm I know of uses engagement items such as "being proud to work for the company, or motivated to go beyond what is expected," to measure employees' engagement. It is found that highly engaged employees are 1.3 times more likely to be high performers than those with lower engagement - and five times less likely to leave the company voluntarily.
It is recommended that the engagement survey should cover the following areas:
1. Satisfaction with the job or organization.
2. Commitment to the work, supervisor or organization.
3. Willingness to encourage a friend to join the company and be an advocate of the firm.
A few sample statements in a survey might be the following: "I am satisfied with this company as a great place to work ", "Can feel the high energy and excitement" or "My boss inspires the best in people." The resulting data helps HR to identify any obstacles that might get in the way of satisfaction, or reveal things that are not working and require attention.
Please don't start the survey unless your organization is committed to acting on the data, and to maintaining open communication regarding change initiatives. It is a highly effective way to know how your employees view their work and company.
Best wishes,
Rajat Joshi
From India, Pune
Thanks a ton Sunil. I am really grateful to you for helping clear my confusion. Please keep me posting your suggestions further in this regard. Regards
From India, Bhubaneswar
From India, Bhubaneswar
Thanks a lot Rajat. Like others you too have helped me in my work in this field. I am really grateful to you all. Please keep posting more suggestions on this subject. This will help me as I am working on this project and it is an ongoing process.
Regards
From India, Bhubaneswar
Regards
From India, Bhubaneswar
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