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XYZ Your Voice 2012 Report for XYZ International

Agenda Consulting


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2 XYZ Your Voice 2012 Report for XYZ International

Agenda Consulting

Introduction

This Report

This report presents the results from the Your Voice 2012 survey for XYZ International. Comparative data is provided to help put the results into perspective.

Response rate

713 people responded to the survey out of a possible total of 742, a response rate of 96%.

Results

The report uses 3 key measures:

Positivepercentage (%) figures: are calculated as % Strongly Agree + % Agree for positively phrased questions and % Strongly Disagree + % Disagree for negativelyphrased questions

Neutralpercentage (%) figures: are calculated as % Neither Agree nor Disagree Negativepercentage (%) figures: are calculated as % Strongly Disagree + % Disagree for positively phrased questions and % Strongly Agree + % Agree for negatively

phrased questions

Results are presented as whole numbers for ease of reading. Therefore in some instances, results may not total 100%.

Anonymity

It is Agenda Consulting's practice not to allow the reporting on groups of less than 7 people to preserve anonymity. However, their data will still contribute to the scores for theorganisation overall.

Traffic Light Scoring

Scores for the 2012 survey results are given a traffic light rating, based on the following

70% or more of respondents Positive and less than 30% of respondents Negative

Between 50 - 70% of respondents Positive and less than 30% of respondents Negative

Less than 50% of respondents Positive and less than 30% of respondents Negative

30% or more of respondents Negative


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XYZ Your Voice 2012 Report for XYZ International 3

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Key Drivers

A question is identified as a key driver of employee engagement if the level of correlation with the employee engagement index is 0.5 or more.

Benchmarking

Where benchmark comparisons are provided, the benchmark figures are based on data collected from the 9 organisations listed below. These organisations were chosen becausethey are international development organisations, they have an international employee base and their data was collected within the last 2 years.

EveryChild

ICCO

IFRC Islamic Relief

Malaria Consortium

Merlin Mission East

Practical Action

UNFPA

Contents

1 Employee Engagement

2 Highlights and Lowlights

3 Most improved and least improved from 2010 results

4 Most Ahead and Most Behind the Benchmark Median

5 All questions


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Employee Engagement

Employee engagement is a measure of an employee's commitment to the organisation together with their willingness to put in extra effort. Research shows that employeeengagement correlates strongly with performance.

The key ideas are:

Organisations want employees who will put in extra effort. Employees want interesting and meaningful work. Engagement is discretionary - it is something that the employee can decide whether or not to offer the organisation. Engagement is not something that the employer can require as part of the employment contract. Levels of engagement are affected by whether the organisation delivers on its commitments and is seen as fair and trustworthy.

The 4 questions below were chosen to create an engagement index. The engagement index is indicated in the first row.

Key

Positive Neutral Negative

Employee Engagement2012Positive%

TrafficLight

Employee Engagement 79 13 7 79

39. I am proud to work for this organisation 89 9 89

40. I would wholeheartedly recommend this organisation as a good place to work 81 13 81

41. It would be a difficult decision for me to leave this organisation 61 23 16 61

42. Working here makes me want to do the best work I can 86 9 86


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Highlights and Lowlights

This section shows the five highest scoring questions (Highlights) and the five lowest scoring questions (Lowlights).

Key

Positive Neutral Negative

Highlights2012Positive%

TrafficLight

5. I have a good understanding of XYZ's vision and overall aims 97 97

48. I see a clear link between my work and the organisational strategic aims 91 7 91

44. I am clear about what I am expected to achieve in my job 90 90

39. I am proud to work for this organisation 89 9 89

25. People here are treated fairly irrespective of religion 89 8 89

Lowlights

2012

Positive%

TrafficLight

88. My pay is competitive compared with other similar organisations 44 28 28 44

16. My workload is excessive and prevents me from doing a good job 44 24 31 44

86. I am paid fairly in comparison with others in the organisation doing similar work 49 26 25 49

87. I feel that I am paid fairly for the contribution I make in my particular job 50 23 27 50

83. My line manager and I discuss my career aspirations 53 22 24 53


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Most Improved and Least Improved from 2010 Results

Key

Positive Neutral NegativeDifference

of +5 ormore

Differenceof -5 or

more

%difference

to

Most Improved against 20102012Positive%

2010

18. Whenever I travel I have access to information on the security situation, personal health requirements,insurance and emergency procedures

69 19 12 69 +13

38. I feel informed about our progress in achieving the 2009-2015 Global Strategy 74 18 8 74 +11

98. The CE and Directors lead by example 70 26 70 +10

91. The UK based Directors provide effective leadership for XYZ 72 23 72 +10

89. XYZ provides a good benefits package 54 25 20 54 +9


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Key


of +5 ormore

Differenceof -5 ormore

%differenceto

Least Improved against 20102012Positive%

2010

79. My performance has improved as a result of the learning and development activities that I haveundertaken

68 26 68 -3

77. I have been able to take advantage of the learning and development opportunities available to me 71 19 10 71 -2

74. I left my last performance review (appraisal) feeling that my work is valued 71 18 11 71 -2

39. I am proud to work for this organisation 89 9 89 -2

7. I always get the right help and support that I need from other departments in XYZ to do my job well 64 19 17 64 -1


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Most Ahead and Most Behind the Benchmark Median

Key


of +5 ormore

Differenceof -5 or

more

%difference

to

Most ahead of benchmark median2012Positive%

Benchmark

46. My personal values are not compromised by the work that I do 87 9 87 +14

98. The CE and Directors lead by example 70 26 70 +14

12. This organisation tries hard to create a sense of belonging amongst employees 74 16 11 74 +9

88. My pay is competitive compared with other similar organisations 44 28 28 44 +8

97. I believe that the CE and Directors will act on the findings of this survey 74 18 8 74 +7


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Key


of +5 ormore

Differenceof -5 ormore

%differenceto

Most behind benchmark median2012Positive%

Benchmark

17. I am bullied at work 74 14 12 74 -15

49. I am given enough decision making authority to do my job effectively 65 17 17 65 -11

16. My workload is excessive and prevents me from doing a good job 44 24 31 44 -9

10. People I work with trust and respect each other 71 17 12 71 -8

72. My manager takes prompt action if team members' performance falls below acceptable standards 57 33 10 57 -7


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All Questions

This section shows the breakdown of responses to each question.

Key

Key Key driver of employee engagement Positive Neutral Negative

Difference of +5 or moreDifference of -5 or more

% difference to

XYZ as a whole2012Positive%

TrafficLight

2010 Benchmark

1. I feel part of a global organisation 86 10 86 0 -

Key 2. I feel safe to speak up and challenge the way things are done in this organisation 62 19 19 62 +4 -

3. I see this organisation's values of being Inclusive, Inspiring, Collaborative,Courageous, Accountable and Always Learning being acted out in practice

67 19 13 67 +2 +3

Key 4. I am excited about the direction that XYZ is taking 80 15 80 +1 -

5. I have a good understanding of XYZ's vision and overall aims 97 97 +4 -

6. I believe that XYZ is delivering on its vision and overall aims 87 10 87 +5 -

7. I always get the right help and support that I need from other departments in XYZ to domy job well

64 19 17 64 -1 -

8. It's ok to ask others within this organisation for help 87 9 87 +1 -

Key 9. I am encouraged to contribute new ideas that will make XYZ more effective 75 17 9 75 +1 -

Key 10. People I work with trust and respect each other 71 17 12 71 +4 -8

Key 11. I work with skilled, competent people who are good at their jobs 80 13 80 +4 -


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Key



% difference to

Well being and working environment2012Positive%

TrafficLight

2010 Benchmark

Key 12. This organisation tries hard to create a sense of belonging amongst employees 74 16 11 74 0 +9

13. I am able to strike a good balance between my work and home life 63 16 21 63 +7 -4

14. I have a comfortable and well-equipped office where I can work effectively 78 12 11 78 +7 -

Key 15. I feel secure in my job 71 17 12 71 +5 -

16. My workload is excessive and prevents me from doing a good job 44 24 31 44 +5 -9

17. I am bullied at work 74 14 12 74 0 -15

18. Whenever I travel I have access to information on the security situation, personalhealth requirements, insurance and emergency procedures 69 19 12 69 +13 +7


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Key



% difference to

Equity and Inclusion2012Positive%

TrafficLight

2010 Benchmark

19. People here are treated fairly irrespective of nationality 87 87 +3 -

20. People here are treated fairly irrespective of language 84 8 8 84 +3 -

21. People here are treated fairly irrespective of class 81 13 81 0 -

22. People here are treated fairly irrespective of gender 87 8 87 +5 -

23. People here are treated fairly irrespective of ethnic origin 87 7 87 +5 -

24. People here are treated fairly irrespective of disability 79 17 79 +4 -

25. People here are treated fairly irrespective of religion 89 8 89 +6 -

26. People here are treated fairly irrespective of caste 81 17 81 +2 -

27. People here are treated fairly irrespective of sexual orientation 78 17 78 +3 -

28. People here are treated fairly irrespective of age 85 9 85 +6 -

Key 29. I am treated with fairness and respect in this organisation 81 11 8 81 +3 -

30. My line manager treats people fairly irrespective of nationality, language, class,gender, ethnic origin, disability, age, sexual orientation, religion or caste

85 8 7 85 +4 -


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Key



% difference to

Equity and Inclusion2012Positive%

TrafficLight

2010 Benchmark

31. Opportunities for learning and development are offered irrespective of nationality,language, class, gender, ethnic origin, disability, age, sexual orientation, religion or caste

75 15 10 75 0 -


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Key



% difference to

Internal communication2012Positive%

TrafficLight

2010 Benchmark

Key32. In general I would say that people can communicate openly with each other hereregardless of position or level

71 15 15 71 +5 -

33. I am kept informed of what is happening elsewhere in the organisation 68 17 15 68 +5 +5

34. It is easy for me to communicate news and information to other colleaguesthroughout the organisation

81 13 81 +3 -

35. I can quickly and easily access the communication tools used to share news andinformation about XYZ's work throughout the world

77 13 10 77 +2 -

36. I have access to the information I need to do my role 80 13 8 80 +1 -

37. I am clear about the plans we have to deliver the 2009-2015 Global Strategy 78 14 7 78 +6 -

38. I feel informed about our progress in achieving the 2009-2015 Global Strategy 74 18 8 74 +11 -


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Key

Positive Neutral NegativeDifference of +5 or moreDifference of -5 or more

% difference to

Engagement2012Positive%

TrafficLight

2010 Benchmark

39. I am proud to work for this organisation 89 9 89 -2 +1

40. I would wholeheartedly recommend this organisation as a good place to work 81 13 81 +1 +5

41. It would be a difficult decision for me to leave this organisation 61 23 16 61 0 -5

42. Working here makes me want to do the best work I can 86 9 86 +4 -

43. I would still like to be working at XYZ in three years' time 60 27 12 60 0 -


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Key



% difference to

My role2012Positive%

TrafficLight

2010 Benchmark

44. I am clear about what I am expected to achieve in my job 90 90 +2 -1

45. My line manager trusts me to use my judgement and experience 82 9 9 82 +2 0

46. My personal values are not compromised by the work that I do 87 9 87 +2 +14

Key 47. I am encouraged to think about and implement improvements to my work 85 10 85 +3 -

48. I see a clear l ink between my work and the organisational strategic aims 91 7 91 +6 -1

Key 49. I am given enough decision making authority to do my job effectively 65 17 17 65 +6 -11

50. I believe that my work is important and valued by other people 82 12 82 +3 -

Key 51. My job allows me to make best use of my skills and experience 77 13 10 77 +2 0

Key 52. I am provided with the support and tools necessary to do my job effectively 74 15 11 74 +5 +1


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Key



% difference to

My manager2012Positive%

TrafficLight

2010 Benchmark

53. I trust and respect my line manager 88 8 88 +3 -1

54. My line manager trusts and respects me 82 13 82 +4 -

55. My line manager helps me to find solutions to problems at work 80 12 8 80 +4 -

Key 56. My line manager motivates and inspires me to be more effective in my job 71 18 11 71 +2 -6

57. My line manager is open to new ideas and suggestions 78 14 8 78 +5 -4

58. My line manager seeks my input and involves me where appropriate 81 13 81 +4 +2

Key 59. My line manager helps me learn and develop 70 19 11 70 +1 -

60. My line manager supports me in the achievement of my annual personaldevelopment plan

67 22 11 67 +7 -

61. My line manager is transparent in his/her decision making. 67 22 11 67 0 -

62. My line manager makes sure I am up to date with what is happening elsewhere in the

organisation

63 24 13 63 +2 -

63. XYZ policies are applied fairly and consistently by my line manager 73 19 8 73 +3 -

64. My line manager has the decision making authority he/she needs to do their jobeffectively

76 13 11 76 +7 -


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Key



% difference to

My manager2012Positive%

TrafficLight

2010 Benchmark

65. My line manager is able to support me effectively from a distance 71 20 9 71 +5 -

K


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Key



% difference to

Performance management2012Positive%

TrafficLight

2010 Benchmark

66. My line manager helps me to set SMART personal objectives 72 21 8 72 +3 -

67. My line manager and I have regular 1-2-1 meetings 69 15 16 69 +4 -

68. My line manager is good at recognising and celebrating good performance 73 15 12 73 +6 -

69. My manager expects high standards of performance of all team members 82 13 82 +1 +2

70. My line manager deals with conflict effectively 59 29 12 59 +4 -

71. I receive regular, timely feedback that helps me improve my performance 64 23 13 64 +3 -3

72. My manager takes prompt action if team members' performance falls belowacceptable standards 57 33 10 57 +3 -7

73. The judgments made about my performance are fair and unbiased 70 22 8 70 +2 -1

74. I left my last performance review (appraisal) feeling that my work is valued 71 18 11 71 -2 -

Key


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Key



% difference to

Learning and development2012Positive%

TrafficLight

2010 Benchmark

Key 75. I am learning and developing in my role 84 11 84 +1 -

76. I am encouraged to identify my own learning and development needs 79 12 9 79 +2 -

77. I have been able to take advantage of the learning and development opportunitiesavailable to me

71 19 10 71 -2 -

78. Any learning and development I undertake is in line with my agreed aims andobjectives

76 18 76 +1 -

79. My performance has improved as a result of the learning and development activitiesthat I have undertaken

68 26 68 -3 -

80. Knowledge and good practice are shared across XYZ to promote learning 73 19 8 73 +3 -

81. XYZ has a good induction for new starters 68 19 13 68 +4 -

Key 82. This organisation provides me with good prospects for career advancement 58 25 17 58 +1 +7

83. My line manager and I discuss my career aspirations 53 22 24 53 +5 -

Key


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Key



% difference to

Reward and recognition2012Positive%

TrafficLight

2010 Benchmark

84. When I do good work I receive thanks and praise 74 16 10 74 +2 -

Key 85. Overall I am satisfied with the recognition I get for the work I do 67 19 14 67 +3 -

86. I am paid fairly in comparison with others in the organisation doing similar work 49 26 25 49 +4 +5

87. I feel that I am paid fairly for the contribution I make in my particular job 50 23 27 50 +3 -4

88. My pay is competitive compared with other similar organisations 44 28 28 44 +8 +8

89. XYZ provides a good benefits package 54 25 20 54 +9 -

Question 90 - The Chief Executive (CE) provides effective leadership for XYZ- was answered by all respondents. The table below shows the results for XYZ International andh f h b


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then for each member.

Key



% difference to

Leadership of XYZ International2012Positive%

TrafficLight

2010 Benchmark

90. The Chief Executive (CE) provides effective leadership for XYZ

Whole Organisation 81 15 81 +7 -

XYZ UK 81 15 81 +7 -

Key XYZ Australia 88 12 88 +15 -

XYZ America 67 17 17 67 - -

Key XYZ Sweden 86 14 86 - -

Questions 91-98 were only answered by XYZ UK (which includes staff in the UK and Country Programmes)


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Key



% difference to

Leadership of XYZ UK

2012

Positive%

TrafficLight 2010 Benchmark

91. The UK based Directors provide effective leadership for XYZ 72 23 72 +10 -

92. The CE and Directors take the right decisions for XYZ 68 28 68 +6 -

93. The CE and Directors work well together as a team 62 35 62 +5 -

94. I trust and respect the CE and Directors in XYZ 84 14 84 +7 +4

95. The CE and Directors are in touch with the views and opinions of staff 56 33 11 56 +7 -

96. I am confident that the CE and Directors have the skills required to make XYZsuccessful

80 16 80 +7 +6

97. I believe that the CE and Directors will act on the findings of this survey 74 18 8 74 +4 +7

98. The CE and Directors lead by example 70 26 70 +10 +14

Questions 99-106 were only answered by XYZ Australia (which includes staff in Australia and Country Programmes)


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Key



% difference to

Leadership of XYZ Australia

2012

Positive%

Traffic

Light 2010 Benchmark

99. The CE and SMT provide effective leadership for XYZ 95 95 +30 -

100. The CE and SMT take the right decisions for XYZ 95 95 +8 -

101. The CE and SMT work well together as a team 90 10 90 +25 -

102. I trust and respect the CE and SMT in XYZ 98 98 +24 -

103. The CE and SMT are in touch with the views and opinions of staff 90 10 90 +43 -

104. I am confident that the CE and SMT have the skills required to make XYZsuccessful

93 7 93 +28 -

105. I believe that the CE and SMT will act on the findings of this survey 95 95 +30 -

106. The CE and SMT lead by example 95 95 +34 -

Questions 107-113 were only answered by XYZ UK (which includes staff in the UK and Country Programmes)


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Key



% difference to

Leadership of your country programme or department

2012

Positive%

Traffic

Light 2010 Benchmark

107. My SMT members provide effective leadership for my country programme or UKdepartment

65 21 14 65 +6 -

108. My SMT members take the right decisions for my country programme or UKdepartment

64 25 12 64 +5 -

109. My SMT members work well together as a team 58 27 15 58 +1 -

110. I trust and respect my SMT members 74 20 74 +3 -

111. My SMT members are in touch with the views and opinions of staff 57 26 17 57 +6 -

112. I am confident that my SMT members have the skills required to make my countryprogramme or UK department successful

72 18 9 72 +6 -

113. My SMT members lead by example 60 27 13 60 +7 -


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