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Learn more about resilience?Then read on here!

In this article:

Employee Experience

Sit Less, Move More

We all know that exercise is important for our health. Yet, many people still don’t move enough. In fact, the WHO officially declared physical inactivity a global pandemic in 2012. Prolonged sitting poses various health risks, including type 2 diabetes and obesity.

The recommendation is to interrupt sitting every half hour. Even a brief 5-minute break can make a significant difference. Here are three tips to help you incorporate more movement into your work routine:

1. Stand During Meetings

If you have a meeting that lasts longer than half an hour, try standing occasionally. This might feel awkward at first, so discuss it with your colleagues and agree that it’s acceptable. An added benefit: standing up and moving around can boost your creativity!

2. Rethink Coffee and Drink Runs

If you’re used to getting coffee or drinks for each other, consider changing this habit. Instead of fetching drinks for everyone, walk by yourself or with a colleague. Discuss this change with your team and emphasize that it’s not about being selfish but about helping each other reduce sitting time.

3. Evaluate Video Calls

Before starting a video call, ask yourself if it’s truly necessary. For many short calls, a phone call while walking can be just as effective. This way, you can stay active and still communicate effectively.

Additional Tips

  • Take the Stairs: Opt for stairs instead of elevators whenever possible.
  • Bike or Walk to Work: If feasible, consider biking or walking instead of driving.
  • Go for Walks During Breaks: Use break times to take a short walk.
  • Park Further Away: Choose a parking spot that requires a bit more walking.
  • Use a Standing Desk: Incorporate standing periods into your workday with a standing desk.

These small changes can make a big difference in your overall activity level. Consider using a pedometer to track your movement patterns and stay aware of your activity.

Good Night!

Sleep is a magical time when our body and brain recover from the demands of the day. It’s when we renew cells, repair muscles, and consolidate memories. Without sufficient sleep, we can become irritable, stressed, and exhausted. Our problem-solving, learning, and concentration abilities decline, and let’s face it, no one enjoys dealing with a cranky coworker!

Here are some tips for a good night’s sleep:

1. Establish a Sleep Routine

Train your body to relax by going to bed and waking up at the same time every day. This helps regulate your internal clock and makes it easier to fall asleep.

2. Avoid Screen Time Before Bed

The blue light emitted by phones and laptops can interfere with melatonin, the sleep hormone. Put down your devices and give your brain time to unwind before heading to bed.

3. Moderate Caffeine and Alcohol Intake

Excessive caffeine and alcohol can disrupt your sleep. Try to limit your intake, especially in the evening, to avoid interrupting your rest.

4. Exercise Regularly

Regular exercise can improve your sleep quality. However, avoid working out too close to bedtime, as it might energize you and make it harder to fall asleep.

5. Write Down Your Worries

If your mind is racing with thoughts, write them down before bed. This can help you release concerns and relax more easily.

Don’t Feel Like It? Make It Make Sense!

We’ve all been there: you decide to change something about your lifestyle, such as eating healthier or exercising more. Initially, things are going well. However, over time, your motivation wanes, and you find yourself slipping back into old habits. What can you do about it?

First, recognize that motivation is often overrated. While it’s great to have, you can still succeed without it. How? By building a habit!

Your brain loves habits. It prefers routine and minimal mental effort, so once something becomes a habit, you don’t need motivation to do it—you just do it. Think about brushing your teeth. You probably do it every morning and evening without considering whether you’re motivated. It’s just a habit.

Here are 10 tips to help you successfully build a new habit:

1. Choose an Achievable Habit

Start with a small, realistic habit that you can easily incorporate into your daily routine. Successfully maintaining a small habit can motivate you to tackle larger goals.

2. Set a Clear Goal

Formulate a specific and measurable goal for your habit. Clear goals help you stay focused and track your progress effectively.

3. Make a Plan

Plan how to integrate the habit into your daily life. Decide when, where, and how you will perform the habit.

4. Link to an Existing Habit

Attach your new habit to an existing one. This makes it easier to incorporate into your routine. For example, if you want to stretch every morning, do it right after brushing your teeth.

5. Use Reminders

Set reminders on your phone or place notes in strategic spots to prompt you to perform your habit.

6. Start Small

Begin with a small amount of time or effort and gradually increase it. This approach helps avoid feeling overwhelmed and improves your chances of success.

7. Keep Track of Your Progress

Use a journal, app, or simple checklist to monitor your progress. Seeing your progress visually can motivate you to keep going.

8. Reward Yourself

Plan small rewards for successfully sticking to your habit. Rewards reinforce positive behavior and make the process more enjoyable.

9. Involve Others

Share your habit goals with others and seek their support and encouragement. A support system can help you stay motivated and accountable.

10. Be Patient and Gentle with Yourself

Building a habit takes time and effort. Don’t expect perfection. If you slip up, be kind to yourself, learn from it, and keep going. Consistency is key.

Remember, establishing a habit requires time and perseverance. Stay focused, be determined, and don’t give up. Your efforts will eventually pay off, and the habit will become a natural part of your daily routine.

Good luck!

Make Mistakes

In life, we are often encouraged to chase success and avoid mistakes. This is a significant oversight. In reality, making mistakes is a crucial ingredient for personal growth and success!

Firstly, making mistakes is a natural part of being human; everyone makes them. But here’s the secret: mistakes are not the end of the world; they are just the beginning. Every mistake presents a valuable opportunity to learn, grow, and come back stronger.

Allowing ourselves to make mistakes helps us discover our limits and identify areas for improvement. We learn about our weaknesses and, more importantly, uncover our strengths. This process fosters courage and resilience in the face of challenges.

Mistakes also pave the way for creativity and innovation. Some of the greatest inventions and breakthroughs have resulted from what were initially seen as mistakes. As Thomas Edison famously said, “I haven’t had failures. I just found 10,000 ways that didn’t work.” Each so-called “mistake” was a step closer to his ultimate success.

Embracing mistakes encourages us to step out of our comfort zones and take risks. Fear of making mistakes often keeps us in a safe but limited space. When we take risks, however, we open ourselves up to unexpected opportunities and growth that we might not have discovered otherwise.

It’s time to break the stigma around making mistakes and view them as valuable tools for progress. Don’t fear making mistakes; fear standing still. Learn, grow, and explore your potential. You’ll be amazed at what you can achieve when you embrace the power of making mistakes. Remember, making mistakes is not the end; it is the beginning of something wonderful.

Meaning in Life

A life lacking meaning can lead to feelings of emptiness and purposelessness, which in turn can result in stress, depression, and diminished resilience. Meaningfulness provides us with a guiding compass, an inner fire that drives us forward and offers fulfillment. So, how can you experience more meaning in your life?

1. Discover Your Passions and Values

Reflect on what truly matters to you. What are your passions, and what do you believe in? Identifying these can help you align your actions with your core values.

2. Find Meaning in Your Work

Connect your work to a higher purpose. Understand how your contributions positively impact others and how they contribute to a larger goal. This perspective can infuse your work with a sense of meaning.

3. Give Back to Others

Helping others can provide a profound sense of purpose. By making a positive impact on the lives of those around you, you become more aware of your influence on the world.

4. Look for Learning Moments

View challenges as opportunities for growth. Even in difficult situations, seek out the lessons that can enrich and strengthen you. Embracing these lessons can enhance your sense of purpose.

5. Create Meaningful Relationships

Connect with others on a deeper level. Build and nurture relationships that support and inspire you. Meaningful connections can provide emotional support and enrich your life.

6. Live in the Moment

Be present and aware of your surroundings. Take time to enjoy the small things and appreciate the beauty in everyday life. Living in the moment can enhance your overall sense of meaning.

7. Strive for a Healthy Balance

Maintain a balance between work, rest, and relaxation. Allocating time for yourself is crucial for experiencing and maintaining a sense of meaning.

Ask Yourself the Right Questions

Discovering your passion might sometimes seem abstract, but it’s crucial for experiencing more meaning in life and increasing resilience. To uncover what truly excites you, start by asking yourself some insightful questions:

1. What Touches My Heart?

Reflect on the activities, topics, or issues that evoke a strong emotional response. What makes you feel happy, angry, sad, or excited? These emotional triggers can point you toward your passions.

2. Where Do I Lose Track of Time?

Identify activities that completely absorb you, making you lose track of time while you’re engaged in them. These pursuits might be clues to your true passion.

3. What Inspires Me?

Consider the people, books, movies, artwork, or accomplishments that inspire you. What do you admire and why? Understanding what inspires you can reveal your passions.

4. What Are My Natural Talents?

Recognize the skills and talents that come naturally to you. Often, we are drawn to activities we excel in, so your talents can help identify your passion.

5. What Are My Values?

Think about the principles and values that are important to you. Your passion may be closely tied to what you consider fundamental and meaningful.

6. What Am I Dreaming About?

Imagine what you would do if all constraints were removed. What dreams do you cherish? Exploring these aspirations can help clarify your passions.

7. What Makes Me Feel Energized?

Pay attention to the activities that energize you rather than drain you. Your passion is likely something that excites and motivates you.

8. What Would I Do If Money Didn’t Matter?

Consider how you would spend your time if financial concerns were irrelevant. What activities or pursuits would you choose? This can provide insight into your true interests.

9. What Are My Favorite Childhood Memories?

Look back on your childhood and recall the activities you enjoyed. These memories can offer clues to your passions and interests.

10. What Am I Curious About?

Explore the topics or areas that spark your curiosity and make you want to learn more. Curiosity can often lead to discovering your passion.

Remember, discovering your passion is a process that takes time and self-reflection. Allow yourself the space to explore and experiment. Be open to new experiences and continue to ask yourself these questions.

Or read these books

The Ladder – Ben Tiggelaar Changing behavior using a very simple model.

Socrates on Sneakers -Elke Wiss The art of asking good questions.

Tiny Habits – BJ Fogg A simple way to create new habits.

Never Too Busy Again – Tony Crabbe A tidy head in a crowded world Happy Life 365 – Kelly Weekers The no-nonsense mindset for a more enjoyable life.

The Power of Choice – Kelly Weekers The questions I ask myself to keep choosing what makes me happy You’re already enough – Thijs Launspach Mentally healthy in a crazy world Feet in the socket – Gwen van Poorten #metznallen tastier life The courage of imperfection – Brene Brown Let go of who you think you have to be

Project Healthy – Natalia Rakhorst Losing weight with healthy and especially delicious food How To Stop Worrying And Start Living – Dale Carnegie About Fun In

Life Born to Be Good – Dacher Keltner The Science of a Meaningful Life The Subtle Art of Not Giving a F*ck – Mark Manson A Counterintuitive Approach to Living a

Good Life Mindgym, gym for your mind – Wouter de Jong In 12 weeks more focus, peace and energy Master Your Mindset – Michael Pilarczyk Live your most beautiful life

Or listen to these podcasts

DRIVE Podcast – Mark Tuitert https://marktuitert.nl/podcasts/

About Routines – Arie Boomsma https://podcastluisteren.nl/pod/Over-Routines

The Ben Tiggelaar Podcast – Ben Tiggelaar https://www.bnr.nl/podcast/ben-tiggelaar-podcast

How do I live to be a happy and healthy 100? – Milou Turpijn https://open.spotify.com/episode/6zGDAPQtI2I6mUT4kuZuSk?si=-gOgUzZZRyWNiaGxIqynvQ&nd=1

OERsterk Podcast – Drs Richard de Leth https://podcastluisteren.nl/pod/OERsterk-Podcast-met-drs-Richard-de-Leth

How are you like this? – Thijs Launspach https://dagennacht.nl/serie/hoe-ben-je-zo/

#METZNALLENdepodcast – Gwen van Poorten https://metznallen.nl/podcast/

The Podcast Psychologist https://podcastluisteren.nl/pod/De-Podcast-Psycholoog

By |2024-09-16T10:18:10+00:00September 6, 2024|Resilience|0 Comments
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What is the resilience monitor like and how do I analyze the results?

In this article:

Employee Experience

A resilience measurement was recently conducted in your organization. The measurement instrument used was based on the Mason’s Resilience Model. Employees were presented with a variety of statements and asked to what extent they recognize them on a scale of: always, often, sometimes, rarely, never. These experiences were then translated into a rating (always = 10 to never = 1).

An average was then calculated across all questions: the average resilience score. The aim, of course, is that employees 'often' to 'always' recognize themselves in the statements. So the desired score is somewhere between a 7.8 and 10 where the higher, the more resilient so the better. Take a look at the average resilience score. Is the aspiration of at least a 7.8 being achieved? Is the score worrisome or is it in very good shape? In addition, we distinguish three zones:

Furthermore, it is good to put the average resilience score in perspective. For example, all first look at the average for the entire organization. Is this the same, higher or lower? In addition, it is also good to look outside the organization. And if this measurement has been done before, be sure to look at the development over time. Has the score increased, decreased or remained the same?

The Five Elements of Resilience

To understand areas for improvement and how the resilience score is constructed, we need to examine the five key elements of resilience. These elements are: the degree to which you experience meaning in life, the presence of positive emotions and social support, your ability to cope with adversity, and your physical condition. Let's explore these elements in detail.

Meaning in Life

Do you find meaning in your life and work? Are you living with a sense of mission? Do you take your desires and dreams seriously? Do you set goals at work? Employees who find a lot of meaning in life are generally more resilient than those who do not. Meaningfulness is influenced by a combination of faith, motivation, beliefs, values, and a sense of usefulness. Organizations can enhance meaning by fostering a transparent culture, promoting clear values, and working towards common goals.

During recruitment and selection, ensure that there is alignment between the organization's values and those of the candidate. Additionally, consider the core values of your organization and whether they match those of your employees.

Positive Emotions

How often do you feel upbeat versus down? Do you tend to see life through rose-colored glasses? Are your thoughts primarily positive, or do you lean towards negative thinking? How is the atmosphere within your organization? Do your colleagues focus on opportunities or problems? Having positive emotions is crucial for resilience.

Creating a more resilient organization involves fostering positive emotions, which can be challenging because our thoughts often lean towards negativity. Historically, focusing on negative stimuli increased our chances of survival, leading to what is known as the negativity bias. Despite our modern environment, our brains still exhibit this bias. However, awareness of this can help shift focus from the negative to the positive.

Surrounding yourself with cheerful colleagues can improve your mood. Therefore, cultivating a positive workplace atmosphere is vital. Encourage joy and fun, set a positive example, and let your own happiness be contagious.

Social Support

Do you have a reliable social network around you? Can you turn to someone when things aren't going well? Do you experience a sense of friendship at work? Are your colleagues supportive? Social support is a fundamental need, and employees with strong social networks are generally more resilient.

It’s important to have people around who can help with challenges, offer support, and motivate you. Encourage friendships by creating opportunities for employees to connect in informal settings, such as cozy lunch areas, team outings, and social events. Visiting colleagues in person rather than just sending emails can also foster better relationships. Contrary to concerns that friendships might reduce productivity, having friends at work often leads to better communication and more efficient collaboration.

Dealing with Adversity

How do you handle setbacks? Do you give up easily or view challenges as opportunities to grow? What strategies do you use when facing difficulties? Your approach to adversity often reflects whether you have a fixed or growth mindset.

Those with a growth mindset see challenges as opportunities and believe that effort and learning from mistakes are key to growth. They are more likely to stay calm during crises and embrace new challenges. In contrast, a fixed mindset tends to view obstacles as insurmountable and mistakes as failures.

Cultivating a culture that embraces mistakes as learning opportunities is essential. Lead by example, be open about your own mistakes, and focus on learning and improvement rather than assigning blame.

Physical Condition

How is your health? Are you getting enough sleep? Do you eat a balanced diet? Are you exercising regularly? Physical condition is the final element of resilience. Being in good physical health helps you handle stress and adapt to changes more effectively.

Organizations can support employee health by promoting awareness about healthy lifestyles and encouraging healthy choices. Leading by example and embodying a healthy lifestyle yourself can be highly effective. Remember, demonstrating exemplary behavior is one of the most powerful tools an executive has.

Benchmark

When you start looking at the survey results, the question is bound to come up "is this normal? It makes sense. That 7 you see, for example, may sound neat, but is it really? Therefore, you want to put your results in perspective. In other words, you want some comparison material. The advice here is always: don't go comparing apples to oranges.

It is always best to compare your results with the results of previous measurements or to compare one department within the organization with another. This tells the real story. Sometimes this just doesn't work and we understand that. Then it is still useful to compare yourself with another piece of fruit.

Note: do not attach too much value to it. It is always a case of apples and oranges. Rather, we advise you to put your scores in the right zone. Below you can see the results of working in the Netherlands. We also give you some insight into the various industries. We present to you the entire fruit bowl, it is up to you to pick out what applies to you.

We are currently working on translating the text in the images on our website. We appreciate your patience and kindly ask you to check back later for the updated content.

Want to know more?
Then download the report on resilience in the Netherlands here.

By |2024-09-16T14:50:56+00:00September 4, 2024|Resilience|0 Comments
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What is resilience?

Employee Experience

If anything is clear in life it is that “shit happens. Sooner or later, big or small, expected or unexpected: we all get shit on our plate from time to time. This is not only true for you personally, but also for organizations. An overstrained labor market with a war for talent, an uncertain economy with skyrocketing inflation, the highest rate of absenteeism ever recorded … and there are a few more challenges we can add to the list that organizations face today.
Are we going to fix all this for you? No. Unfortunately. However, we will give you the answer on how to deal with it. The answer lies with Resilience.

Resilience is the ability to adapt to new situations and be able to bounce back after setbacks.

So it’s not about what happens, but how you deal with it. A good portion of resilience can be put to good use not only in adversity, but also in change in general. Because if one thing is clear in life, it is that change is the only constant. Whether that change is digitalization, sustainability or creating a diverse and inclusive work environment, it will come to you no matter what. And fast!

The more resilient your organization, the better your organization can handle setbacks and change, the faster and easier your organization will move forward. By focusing on resilience, organizations maintain control over the future. A resilient organization is flexible, embraces challenges and overcomes them. It keeps teams on their toes, ensures opportunities are spotted and seized faster.

How do you become resilient?

Roughly speaking, 50% of the degree of resilience a person possesses is innate and only 10% depends on the circumstances and/or situation you are in. And good news, the other 40% can be learned! So the beauty of resilience is that it is not simply a matter of “you are or you are not. You have an impact on how resilient you are as a person, how resilient your employees are AND on how resilient the organization is. Resilience is like a muscle you can train!

By |2024-09-16T09:55:27+00:00September 4, 2024|Resilience|0 Comments
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How do I analyze the results – what story do I get from the feedback?

Employee Experience

The survey probably asked a lot of questions of employees, so the dashboard is now full of results. How are you going to figure this out?

Don’t worry, you don’t need to become a data analyst overnight or clear your schedule for a week to understand the feedback. Our advice is to follow these steps and, most importantly, engage in a conversation with the employee. That’s when you’ll uncover the real story behind the feedback.

Step 1: Review the response rate
If you have around a 70% response rate or higher, the results will provide a good indication of the overall sentiment. However, if the response rate is relatively low—say, less than half of the employees participated—keep this in mind when interpreting the results. A low response rate doesn’t mean you should disregard the results entirely. The employees who did participate still deserve proper follow-up, and for those who didn’t, it’s worth having a conversation to understand their experience.

Step 2: Evaluate the eNPS
The Employee Net Promoter Score (eNPS) offers a quick snapshot of how your organization or team is performing. Is the eNPS positive or negative? What’s the distribution of promoters, passives, and detractors? How does the eNPS compare to previous years, to other teams, or to benchmarks?

Step 3: Examine the reasons for recommending or not recommending the organization
In the survey, employees were asked follow-up questions based on their eNPS responses. Take time to read these carefully. What excites the promoters? What areas do passives feel need improvement? Why are detractors dissatisfied? Avoid taking the feedback personally. Instead, look for recurring themes in the responses. What patterns or common threads can you identify?

Step 4: Analyze the priority matrix
The priority matrix balances satisfaction against importance. Focus on the right side of the matrix—this is where the most significant issues for employees are located. What do employees consider to be your organization’s strengths (green spheres)? What do they view as priorities for improvement (red spheres)? Also, pay attention to what’s high in orange, which represents areas with less importance but high potential for improvement. Be mindful of issues that are on the border between orange and red, or green and red.

Now, revisit your findings from Step 3. Do you notice any recurring themes?

It’s also helpful to examine the corresponding satisfaction scores and compare them to previous surveys, other teams, or industry benchmarks.

Example: Communication within the team appears as a red sphere in the priority matrix. This indicates employees are directly asking for improvement in this area. What is the associated satisfaction score? Has it improved, declined, or stayed the same compared to previous measurements? How does it compare with other teams?

By following these steps, you’ll gain a strong initial understanding of the feedback.

Additionally, you could delve deeper into factors like engagement, workload, satisfaction scores, and the responses to open-ended questions. If you have access to results from multiple groups, repeat the above steps and compare the data. Be mindful not to overwhelm yourself with details—there’s no need to analyze every decimal point. The conversation with the employee is where the true insights come to light.

Need help with your analysis? Ask Integron!

By |2024-09-13T14:22:31+00:00July 26, 2024|Employee Experience|0 Comments
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Your results in perspective using the benchmark

Employee Experience

When analyzing survey results, it’s natural to ask questions like, “Is this good or bad?” and “Is this normal?” For instance, a score of 7 might seem acceptable, but what does it really mean?

To properly interpret your results, you need to put them in context. In other words, you need a basis for comparison. The key advice here is: avoid comparing apples to oranges. Ideally, compare your results with previous measurements or with results from other departments within the organization. This provides a clearer picture.

Sometimes direct comparisons aren’t possible, and that’s understandable. In such cases, comparing with other relevant benchmarks can still offer valuable insights. However, keep in mind that these comparisons are not perfect substitutes—they are still apples and oranges.

Below, we provide results such as eNPS and satisfaction scores based on the standard Integron questionnaire for working people in the Netherlands. We also offer insights into various industries. We present a comprehensive overview, and it’s up to you to determine what is most relevant to your situation.

Would you like more detailed information? Download the report on employee experience in the Netherlands here.

We are currently translating the text in the images on our website. We appreciate your patience and encourage you to check back later for the updated content.

By |2024-09-17T11:33:25+00:00July 26, 2024|Employee Experience|0 Comments
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Research methodology

In this article:

Employee Experience

To properly understand the results of the study, it is first important to know a little more about the methodology that was used.

It is important that you understand the following:

  • What the eNPS® is and how it is measured.
  • The satisfaction and importance scale and its priority matrix.
  • The (un)agree scale and how it is interpreted.

Probably the survey also measured the level of employee pride and commitment. We used the same methodology as the eNPS for this. So if you understand this, it’s just a matter of applying the same trick and then you can work with this as well, simple!

Employee Net Promoter Score (eNPS)

The Employee Net Promoter Score (eNPS) is a widely used method for measuring employee enthusiasm within an organization. It provides insight into how likely employees are to recommend the organization as a place to work. This is assessed with a single question: “How likely are you to recommend this organization as an employer to acquaintances?” The underlying idea is that enthusiastic employees are more likely to advocate for their employer to friends and family.

Measuring eNPS

The eNPS is measured on an 11-point scale, ranging from 0 (very unlikely) to 10 (very likely). Based on their responses, employees are categorized into one of three groups:

  1. Promoters (Scores of 9 or 10)
    Promoters are highly enthusiastic employees who actively recommend the organization to others. They are seen as ambassadors for the organization, exuding inspiration and enthusiasm. These employees are often the driving force behind growth and change within the organization. They proudly share their positive experiences and typically have lower turnover and absenteeism rates. In short, promoters bring contagious energy and contribute significantly to organizational growth.
  2. Passives (Scores of 7 or 8)
    Passives are generally satisfied but not particularly enthusiastic. While they do not express negativity, they are also not likely to speak highly of the organization outside of work. Their level of pride and commitment is lower compared to promoters, and they tend to have higher turnover and absenteeism rates. Passives are neutral in their recommendations, and their engagement is less impactful.
  3. Detractors (Scores of 6 or lower)
    Detractors are dissatisfied employees who are unlikely to recommend the organization. They may feel their needs are not being met and often lack enthusiasm and loyalty. Detractors can be disengaged, frequently talking negatively about the organization. This group typically experiences higher turnover and absenteeism, and they lack pride in their work.

Analyzing eNPS results

The eNPS is calculated by subtracting the percentage of detractors from the percentage of promoters. This score indicates whether there are more promoters or detractors in the organization. To gain a deeper understanding of the reasons behind employees’ recommendations, a follow-up question is often asked to explore their motivations and feedback further.

Satisfaction and importance

In the questionnaire, employees were presented with several items. An example of an item is “communication between teams. These items all belong to a particular theme, for example, “communication.

Two questions were asked for each item:

  • Satisfaction: What is your experience with this item?
  • Importance: How important do you think this item is?

For satisfaction, a scale was used from very good to very bad. Later, these answers were converted to a score. So the scores you see in your dashboard are not literally given by employees, this is a calculation made later by Integron. For importance, a scale was used from very important to unimportant. These answers were also converted later.

Priority Matrix

While employee satisfaction scores are insightful, they alone don’t provide a complete picture. It’s important to understand not just what employees are dissatisfied with, but how critical those issues are to overall job satisfaction.

Consider this example: Suppose you receive a new pen from your employer with the company logo on it. The pen writes well, but you dislike the color yellow. Although this minor issue is annoying, it doesn’t significantly impact your job satisfaction. In contrast, if you notice that the atmosphere among two of your direct colleagues is tense, this affects your daily work experience.

In a survey, you might see that the pens are rated 4 and the atmosphere is rated 6. Relying solely on these satisfaction scores might lead you to prioritize ordering new pens, while neglecting to address the atmosphere, which has a greater impact on job satisfaction.

The Priority Matrix helps to clarify which issues to address first. It consists of two axes:

  • Horizontal Axis: Importance
    This axis indicates how important an issue is to employees. The further to the right, the more important the issue is perceived to be by employees.
  • Vertical Axis: Improvement Potential
    This axis shows how much room there is for improvement. It reflects the percentage of employees who have rated an issue as reasonably good, reasonably bad, bad, or very bad. A higher position on the axis indicates greater improvement potential.

How to use the Priority Matrix:

  1. Plotting Items: All items (questions) from the survey are plotted on this matrix.
  2. Color Coding:
    • Red: Items with above-average importance and above-average room for improvement. These are the priorities you should address.
    • Green: Items with above-average importance but below-average room for improvement. These are your strengths that you need to maintain.
    • Orange: Items with below-average importance but above-average room for improvement. These are risks. They are less critical now but offer significant potential for improvement.
    • Blue: Items with below-average importance and below-average room for improvement. These issues are less urgent and should not be a primary focus.

Focus on the green and red items. These represent the issues most important to employees and those that need the most attention.

(Dis)agree scale

It is possible that the survey presented some statements to employees. These statements could, for example, be about the core values of the organization. Employees have indicated to what extent they agree or disagree with these statements.

The following scale was used: completely agree, agree, neutral, disagree and completely disagree. The question is then: how do you interpret this result and when can you speak of a good result? For this we add up the percentage of completely agree and agree. Is this percentage then at least 60%? Then you can generally say that the statement is well recognized by employees. Is this percentage at least 80%? Then the statement is even very well recognized. If the percentage of (fully) agree is still lower than 60%, there is still some work to be done. The goal should certainly be 80%. Especially when it comes to something as essential as the core values of your organization, at least 80% of the employees should experience this as such.

By |2024-09-17T12:32:59+00:00July 23, 2024|Employee Experience|0 Comments
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