文档介绍：Objectives目标
By the end of the session, you will be able to:这个阶段结束,你将可以做到:
Interpret Gallup Results pare last year’s results with this year’s results
说明盖洛普得分并将今年的结果与去年的做对比
Explain the link between active impact plans and increased employee engagement
说明积极的行动计划与提升员工敬业度之间的联系
Impact employee engagement throughout the year
如何提高员工的敬业度
Revisiting Q12 回顾Q12
What is one thing you learned while using the Q12 process last year?
去年你对Q12的整体了解?
How might this impact your planning process for this year?
与今年的计划有任何联系吗?
Engaged Employees 敬业员工
What are some characteristics of engaged employees?
敬业员工的特征是什么?
Take one minute in a small group and list
用一分钟的时间组成一个小组讨论
Characteristics特征
Debrief 陈述
Why does engagement matter?
为什么敬业很重要?
Take one minute in your small group and list
用一分钟的时间组成一个小组讨论
Debrief 陈述
Reading your Report
Comparing last year’s results to this year’s results对比去年的得分与今年的得分
Data points to review pare
用数据点来回顾和对比
GrandMean 大平均数
Top Box (%5)最高点
Individual Item scores单个项目得分
Accountability Index (new this year)
可达到的指标(今年)
Comparison 2005 -2006对比2005-2006
Unit单位
Past Unit以前的单位
Gallup 50th 盖洛普50th
Gallup 75th盖洛普70th
What to look for我们想要得到的是什么
GrandMean – increase of .20 or greater = meaningful growth
大平均数-=显著的增长
Top Box (%5) – increase of 10 points or greater (workgroup)
最高点-增加10个点或更多(工作组)
Individual Item scores – increase of .20 or greater
单个项目的得分-
Accountability Index可达到的指标
Links Q12 items, impact plans, and meaningful growth
链接Q12项目,行动计划和显著的增长
可达到的指标
C22,我在以前的员工敬业度调查中得到反馈并在我的公司得以实践。
C23,按照去年员工敬业调查,我的团队参与有效的工作计划。
C24,在员工敬业度调查后设定的工作计划的目标上,我的团队已经进步。
Accountability Index可达到的指标
Managers in the 75th% have an AI of . Those managers managed their impact plans.
75%。
Review of Six Key Steps of Impact Planning回顾激励计划的六个重要步骤
Why did we do the survey?
我们为什么做这个调查?
Distribute and explain the results
传播并解释它的成效
What do the Q12 items mean to our workgroup?
对于我们的工作组,Q12意味着什么?
Which items should we focus on?
我们应该集中注意哪些项目?
Brai