Is there any correlation between business excellence programmes and employee engagement, morale and satisfaction? Adam’s Stoehr (Excellence Canada Vice President) is conducting research about this topic and aims to answer this question.
Initial findings suggest that there is a strong relationship between implementation of excellence programmes and employee engagement, morale and satisfaction.
If you would like to participate in the research you can contact Adam at firstname.lastname@example.org. For further details about the research and the findings read the post below.
Why do we bother with Excellence strategies? This stuff doesn’t really make a difference does it? What is the return on Excellence? I have way more important things to do. I’ll put it off until next month/quarter/year. If this sounds like you or anyone you know please read on.
Here is some fresh research that may give you the reminder you need to stay the course. I’ve been thinking about the connection between Excellence and People a little too much lately. I’m about halfway through my PhD thesis on the subject and besides the fact that my eyes may pop out of my head, I’ve seen some interesting connections.
Early results are showing three connections emerging from the data.
- A strategic approach to quality improves employee engagement
- A strategic approach to quality improves employee morale
- A strategic approach to quality improves employee satisfaction
So far I’ve collected data from a number of organizations and the correlations can be seen in the following scatter diagrams (if you want to learn about scatter diagrams check out last month’s article on how to create them
Quality and Engagement
So far the quality and employee engagement connection is the strongest relationship out of the factors I’m considering with a correlation of 0.753. What this chart is saying is that as an organization is more committed to quality (higher quality scores) the level of engagement of staff also increases (higher engagement scores)
Quality and Morale
Quality and employee morale has the second strongest relationship out of the factors I’m considering with a correlation of 0.743. Similar to the previous chart as an organizations quality score increases so does the employee morale score.
Quality and Satisfaction
The connection between quality and employee satisfaction is significantly related with a correlation of 0.679. It happens to be the weakest out of the factors I’m exploring but similar to the other two charts as the organizations quality score increases so does the employee satisfaction score.
As I build this story further I’ll keep you posted. To make the connections even stronger I need more organizations to participate in this research. To participate all you need to do is commit to sending the survey to a statistically valid sample of employees at your organization (we can figure out this number together).
Let me know if you want to participate. Email me at email@example.com
Benefit of participating. Each participating organization will receive:
- A report with full results of the survey which measures both the organizations strategic commitment to quality and the impact on employees (satisfaction, engagement, morale)
- Comparison with database of other organizations for benchmarking purposes
Details of the Research
- Using a 65 question survey, targeted to various Canadian organizations, this research explores the specific relationship between a strategic approach to quality and three elements of employee measures including employee satisfaction, employee morale and employee engagement.
- The survey is structured into 3 sections.
- Section 1 includes a 37 question multidimensional construct that measures an organizations strategic commitment to quality. This construct is based on the criteria and principles of the Canadian, American, Australian, and European national excellence models.
- Section 2 includes a 24 question multidimensional construct that measures employee satisfaction, engagement, and morale. This construct is based on nine different models from leading edge research on these topics.
- Section 3 includes 4 personal attribute questions that are used as statistical variables in the analysis.
- Understanding the relationships between a strategic approach to quality and employee measures will help organizations, leadership teams, unions, and employees make decisions about the benefits and risks associated with adopting a strategic approach to quality management as it relates to employees.
Email me and I’ll get you set up to participate in this important research! firstname.lastname@example.org
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