SURVEY DEFINITIONS and METHODOLOGY

RULES OF CONFIDENTIALITY

Ennova’s rules of confidentiality can be found here.

Calculations of ratings

In the questionnaire, the respondents have answered the questions on a scale of 1 to 10, where 1 is the lowest and 10 is the highest rating. The answers have then been transferred to a scale of 0 to 100. If a respondent has answered 1 to a question, the answer is converted to the score 0. If the answer is 2, it is converted to 11; 3 to 22 and so on. When a respondent has answered ‘don’t know’ to a question, the answer will not be included in the result of the question.

DIFFERENCES BETWEEN REPORTS

Ennova distinguishes between lowest level and aggregated reports. The lowest level report takes the manager step-by-step through his/her results, puts the results into perspective, and gives suggestions for activities. The purpose of the aggregated report is to give managers of higher-level units a quick overview of the results, including background results and results of underlying units.

The difference between the lowest level and aggregated report is built on the assumption that changes are made bottom-up, i.e. changes are made in the individual teams by the employees and their manager. Therefore, focus areas are only shown in the lowest level report, as this is where the changes start.

IDENTIFICATION OF FOCUS AREAS

Focus areas are selected with the aim of helping the manager prioritizing the drivers that lead to the best development in the employees' engagement.

A team cannot focus on all eight engagement drivers at the same time. Therefore, drivers are identified as focus areas in the lowest level report. Ennova expects that if the team works seriously with these areas, it will lead to the greatest improvement in the team's engagement.

Drivers are selected as focus areas based on their impact on engagement and their predicted development. The impact on engagement is estimated in exactly the same way as it has always been (PLS and SLCA). The predicted development is calculated based on how other similar teams with the same driver score have developed. Teams with low scores have greater development potential than teams with high scores. It is easier to develop from a score of 60 than a score of 90. In some cases we even expect scores to decrease, as maintaining really high scores (~ 95+) is very difficult. Furthermore, we have taken into account that development potential differs across manager vs. non-manager units, across different levels of span of control, and across different work locations around the World.

Based on experience (85,000 units’ development from one survey to the next), we also know that some drivers are more easily developed than others. Drivers that represent conditions that are under the team’s direct influence are more easily developed than drivers that are out of the team's direct influence. Examples of drivers within the team's direct influence are immediate manager, co-operation and job content. Examples of drivers outside the team's direct influence are senior management, working conditions, and remuneration.

We can predict each driver’s effect on a team’s engagement score from its impact and expected development. If the impact of a driver on engagement is 0.25 and the expected development of the driver is +4, then we expect engagement to increase by 0.25 x 4 = 1. Focus areas are identified by measuring the gap between the expected effect on engagement when working seriously with a driver and when having no specific focus on that driver. Ennova chooses the three drivers with the largest gap as the team’s focus areas.

WHEN SHOULD A FOCUS AREA BE MAINTAINED OR IMPROVED?

If a driver’s effect on the team’s engagement is minimal or even negative, we advise the manager to try to maintain the current score. It also takes effort to maintain a score. When we predict a measurable, positive effect of a driver on the team’s engagement score, we advise the manager to work with improving the driver score.

AGREEMENT AND DISAGREEMENT

In the reporting, question scores can be marked with Group 11 , Group 13 or no mark.

Group 11 refers to low variation, i.e. very similar responses. This indicates that your team has a high level of agreement, thus having the same view.

Group 13 refers to high variation, i.e. high spread in responses. This indicates that your team has a high level of disagreement, thus not having the same view.

Group 11 and Group 13 is determined by the standard deviation of the question. The standard deviation indicates how tightly the employees’ response are clustered around the average.

Calculation of index

The overall score for each of the eight drivers in the model is calculated as a weighted average of the question scores within the given driver. The weight of each question is their calculated importance. Customer specific questions are not included in the indexes which is a part of the Ennova’s model.

The individual driver has different importance to the engagement – and the same applies on a question-level. An example is the question: ‘The physical working environment at my place of work’ that belongs to the driver ‘Working Conditions’. An employee working in an office may not ascribe the same importance to this question as an employee working in a factory.

survey definitions & methodology

RULES OF CONFIDENTIALITY

Calculations of ratings

DIFFERENCES BETWEEN REPORTS

IDENTIFICATION OF FOCUS AREAS

WHEN SHOULD A FOCUS AREA BE MAINTAINED OR IMPROVED?

AGREEMENT AND DISAGREEMENT

Calculation of index

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