Hardcopy Option

If some or all of your employees do not have internet access, we can provide a printable hard copy version of your questionnaire for you to use.

Basic Survey

The Basic Survey fee covers all the standard setup and administration required to get your survey up and running. The Basic Survey includes:

The online reports that you will have access to are comprehensive, and include:

Basic

Engagement Profile:

‘Employee engagement’ refers to the level of personal 'connectedness' an employee feels towards their organisation and the resulting willingness to provide the discretionary effort (extra time, brainpower or effort) needed to help the organisation reach its objectives and succeed. Ultimately, organisations that can foster strong levels of engagement amongst their employees reap the benefits of improved productivity, customer satisfaction, and profitability.

The IBM Best Workplaces Survey is a combined workplace climate-employee engagement survey, and measures employee engagement using a 6-item measure. The Engagement Profile report displays the proportion of your workforce that can be described as ‘engaged,’ ‘ambivalent,’ and ‘disengaged,’ at the click of a button. Purchase one of our Benchmarking options to compare your Engagement Profile with other organisations, or with Demographic Reporting to see the Engagement Profile for different parts of your organisation.


 

Response Numbers:

Basic Report

Section Summary, showing results in each section of the survey and overall Performance Index:

Basic Report 2

Section Analysis for each section, showing results on a question-by-question basis:

Basic Report 3

Response distributions for each question:

Basic Report 4

High and Low Rated Question Analysis, showing the areas where you are performing well and the areas that need attention:

Basic Report 5

Basic Reprot 6

Verbatim comments made by staff:

The ONE thing, more than anything else, that makes this organisation a great place to work is:

A Consolidated Report that is automatically generated, including all graphs and response distributions, and can be printed to hard copy.

Option 1: Benchmark your results against other organisations

The ability to benchmark your organisation's survey results against other organisations is our most popular option, and is available at the simple click of a button.

We offer three different types of benchmarks for you to choose from:

Option 1a: Standard NZ All Orgs and High Performance Benchmarks

The ability to benchmark your results against other organisations is a powerful way to determine your organisation's relative performance. Standard "Best Workplaces" Benchmarking is our most popular option, and is available at the simple click of a button. The benchmark group used is our Best Workplaces Survey (BWPS) group, which will likely include over 30,000 employee responses from over 250 New Zealand organisations. Benchmarking will be available at the close of the Best Workplaces Survey in early September.

This option actually gives you three benchmarks:

  1. BWPS All Orgs - includes the responses from all employees from all organisations that participated in the Best Workplaces Survey

When the Best Workplaces Survey closes at the end of August, all participating organisations will be ranked according to their overall Performance Index score (using the weighted mean scoring method). Two additional benchmarks will be created with the employee responses from the organisations in the Top 25% of the ranked list, and from the organisations in the Bottom 25% of the ranked list.

  1. BWPS Top 25% - includes the responses from all employees from the Top 25% performing organisations in the Best Workplaces Survey
  2. BWPS Bottom 25% - includes the responses from all employees from the Bottom 25% performing organisations in the Best Workplaces Survey

 

Benchmarking is possible at all levels of analysis. For example, at the 'Section' level:

At the Question level:

You can also compare your High- and Low-Rated Questions to the Best Workplaces database as well - for example:

And your Engagement Profile:

Option 1b: Similar-Sized Organisations Benchmark

Organisations of different sizes face different challenges - smaller organisations often find communication and cooperation much easier than large organisations for example, while large organisations are often clearer in terms of their vision and values. A group of similar-sized organisations may provide your organisation with a more appropriate yardstick against which to measure your organisation's performance.

Organisation size categories are based on the categories we use for finding our Best Workplaces finalists:

So, for example, if your organisation employs 90 people and you take up this similar-sized organisations benchmark offer, you will get a benchmark of organisations employing between 50-149 employees.

Benchmarking is possible at all levels of analysis. For example, at the 'Section' level:

At the Question level:

You can also compare your High- and Low-Rated Questions to the benchmark as well - for example:

And your Engagement Profile:

Option 1c: Customised/Sector Benchmark

This option works in the same way as our Standard "Best Workplaces" Benchmarking, except that you can choose which organisations you want to be in your benchmark group. This enables you to evaluate your results against the consolidated responses of a specified group of organisations (e.g. other organisations from your industry sector).

To maintain the confidentiality of the individual organisations in any sector benchmark, there are two important rules:

These conditions are applied in order to ensure our guarantee of confidentiality. Any organisation that takes part in this Survey has our guarantee of confidentiality. No other organisation will see, or have access to the data submitted by any other individual organisation, and the responses of individual employees will also remain totally confidential. Data submitted will only be used for the purpose of enabling participating organisations to view the consolidated responses of their employees, and benchmarking will involve the consolidated data of participating organisations only, either as a whole or as part of a benchmark group.

Organisations that select Customised/Sector Benchmarking can either select the organisations they would like to include in their benchmark group(s) from the list of Participating Organisations, or contact us to discuss their preferences. In all cases we will advise whether the selected organisations are available for benchmark comparison purposes.

The reporting available under this option is the same as illustrated for Standard "Best Workplaces " Benchmarking.

An example of Customised/Sector Benchmarking at the Section level:

At the Question level:

You can also compare your High- and Low-Rated Questions to your Customised/Sector Benchmark - for example:

And your Engagement Profile:

Option 1d: Global Customised Benchmark

This option allows you to tap into IBM’s global database to compare your organisation’s result to our global industry benchmarks on select survey items. We will discuss your unique requirements with you directly.

Option 2: Demographic Reporting

This option will appeal to any organisation wanting to drill down and analyse its results by any of a number of generic and organisation-specific demographics.

Purchasing Demographic Reporting will allow full analysis of results, including Response Numbers, Section Summary, Section Analysis (i.e. questions within sections), High/Low Rated Questions and verbatim Comments across the following standard demographics:

In addition, selection of this option will enable you to add further demographic groups that are specific to your organisation - e.g. structure (business units/departments/teams, etc), position (e.g. customer services officer, claim officer, branch manager, etc.), and others.

Full survey analysis will be possible across all demographics included. You will also be able to print a complete Consolidated Report for any demographic group. For example, at a single click you could produce a hardcopy Consolidated Report for any business unit/department/team you have set up, which would contain Response Rate, Section Summary, Section Analysis, and High/Low Rated Questions showing both performance scores and frequency distribution tables.

Internal benchmarking is possible by selecting a demographic option (e.g. Department A) and the Total Organisation option on the same graph or table. In this way you can, for example, give the manager of Department A their results benchmarked against total organisation results.

Cross tabbing is a feature that allows you to view the results of a group of respondents who selected a particular combination of demographic responses. For example, you might wish to see the responses of people in your "Sales" department who are aged "20-29 years". Our Cross Tab Wizard will allow you to build any cross tabs you like, you can give them appropriate names, and they will appear in your survey reporting like any other demographic option. Confidentiality of respondents is assured - by default, there must be at least 5 respondents in a cross tab group for you to be able to view their aggregated responses.

Keep track of the number of responses from each demographic unit:

Compare results across each demographic at Section Summary level:

You can then drill down to analyse differences WITHIN each section by demographic – for example:

You can also compare the Engagement Profile across demographic groups - for example:

Alternatively you can focus on the results of a specific area within a demographic group – for example:

Cross tabbing is easily managed yourself, and cross tabs can be applied to any report:

Verbatim comments can also be extracted for any specific area within any specific demographic group as well – for example:

The ONE thing, more than anything else, that makes this organisation a great place to work is:

  1. Opportunity to contribute. Feeling that you can make a difference. Appreciation, Reward
  2. Inclusive atmosphere where peoples ideas are respected no matter what their position in the company and where effort is appropriately awarded
  3. The type of work that the organisation does
  4. Positive atmosphere. Support from your peers and seniors. Learning new skills. Believing in what you do.
  5. people
  6. The type of work, the people you work with and the recognition (financial and non-financial) you get for what you accomplish.
  7. The people
  8. Environment, challenges & respect
  9. Depth and breadth of expertise and knowledge among the staff. A pool of knowledge that anyone can turn to for advice and assistance.
  10. Professional environment, knowledgeable executive, ability to develop professionally

Attributed Survey Method

Our standard survey process involves providing your organisation with a link to your survey, which you would distribute to your staff through your normal email communications channels. For most of our clients their employees will then click on this link, enter their email address into our website, and then have a unique link to the survey emailed to them. This process guards against employees responding multiple times, and works well. Using this survey method, employees will answer all of the demographic questions themselves, making selections from dropdown boxes.

While this approach works well for many of our clients, it should be noted that the nature of asking people to answer these questions themselves means that it is possible for people to not respond to a demographic question, to not ‘drill down’ a demographic structure all the way to their correct group/team, or to select the ‘wrong’ answer. If your organisation would like more certainty that your respondents are recorded in the correct demographic groups, you might like to consider providing IBM with some of this demographic data at the outset of the survey, so we can answer some demographic questions for people. We call this an ‘attributed survey with demographic prepopulation,’ and it involves IBM managing the whole survey process for you, including sending out launch/reminder emails, potentially printing coded hard copy questionnaires, and ensuring demographic data integrity. Please call IBM on 0800 801 8000800 801 800 to learn more about how this method works.

Option 3: Extra Questions

This is your opportunity to have the best of both worlds - use our standard questionnaire to provide external benchmarking capability, AND add extra organisation-specific questions to customise the survey questionnaire.

Adding extra questions allows you to explore those areas or issues that are unique to your organisation, or to preserve a link to historical internal trending or KPI-related questions. The suite of reports available to you will be the same as for our standard survey, however you will also have the results of any additional sections or questions you have added on display as well.

Obviously benchmarking will only be available against our standard questions.

If you are interested in this option, you might like to call us to discuss the specific questions/question types you would like to include. Development of questions may be charged on a time-worked basis.

Option 5: Key Driver Analysis

Key Driver Analysis is a powerful way to derive business value from your employee survey data. Essentially, Key Driver Analysis helps your organisation better target your improvement efforts to get the most ‘bang for your buck’. It is the most popular ‘high-level’ analytical report amongst our clients.

What is it?

A Key Driver Analysis identifies the key leverage points for improving the engagement levels of your employees. Key Driver Analysis is grounded in a robust statistical technique, and basically identifies the questions within a survey that have the most significant impact on employee engagement (these are not necessarily the questions that simply scored the lowest in a survey). In effect, the results of a Key Driver Analysis allow managers to better focus their intervention efforts – where they actually make a difference and where the organisation isn’t doing so well at present.

How does it work?

Key Driver Analysis uses a statistical technique known as multiple regression to identify patterns in the responses of employees. We don't actually ask survey respondents what items in the survey are most important to them, as this most often results in a large number of items being selected, and frustration on the part of the respondent. By using multiple regression, it becomes possible to identify which questionnaire items have the strongest and most meaningful association with key outcome variables (such as employee engagement). Prioritising intervention efforts upon the results of statistical analysis is far superior to simply targeting intervention efforts towards the lowest scoring items in a survey. Typically the lowest scoring items have no connection with employee engagement (or other outcome variables) whatsoever.


What are the benefits of an IBM Key Driver Analysis?

Option 6: Executive Presentation of Insights and Recommendations

An IBM consultant will present our analysis of your organisation’s survey results, giving you clear insight into your results through the lens of strengths, opportunities and priority areas on which to focus in order to become a great workplace. The analysis is not limited to engagement, but considers all aspects of your survey. The analysis will be tailored to your organisation, workplace story and what your workplace survey uncovers. Along with identified priority areas, you will also receive actionable recommendations based from our experience of workplaces and our knowledge of your organisation.

Please note that the cost of the in-person presentation or facilitation does not include travel disbursements from Auckland or disbursements associated with printing and binding presentation handouts.

Option 7: Insight to Action Workshop

Designed to complement your Executive Presentation, an IBM consultant will run a 2-3 hour facilitated and highly interactive workshop session with up to 20 participants (e.g. for your Exec Team, your HR team, a wider management team or a department team) working with the insights from your workplace survey and its identified priorities, clarifying those priorities and generating prioritised impactful actions. Note: the Executive Presentation is a prerequisite.

Please note that the cost of the in-person presentation or facilitation does not include travel disbursements from Auckland or disbursements associated with printing and binding presentation handouts. Please also note that workshops involving more than 10 participants will require two IBM consultants to facilitate, which will involve additional travel disbursements outside Auckland.

Option 8: Comments Analysis

Employee comments in a survey provide a wealth of information, and insight into current ‘front-of-mind’ issues within the organisation. Comments Analysis is used to identify key themes coming through these comments and can offer a more complete understanding of the key issues identified in quantitative (statistical) analyses. A Comments Analysis report includes a summary of the most common themes embedded in the qualitative comments and their prevalence (reported as frequency %), with descriptions and illustrations using sample comments. The analysis is done at the total organisation level.

The standard report includes analysis on the two open-ended questions: