Employee Engagement
- eNPS & mNPS would be key levers of engagement. These would be modified to give a pulse on following themes to start with: Work Satisfaction, Alignment to Org goals, Career Paths & Growth paths - visibility & ability to pursue these aggressively, Performance metrics - visibility & ability to be able to perform to potential, Development Paths - visibility & ability to develop to get to next level, team ambience, Team Goals - Visibility & ability to accomplish them
- Both these tools are means to identify additional root causes & trigger a context driven intervention. The Q’s would change over period of time, basis the requirement for next stage of org phase & priorities. Both these survey are anonymous.
- Instilling Listening mechanism & constant feedback loops from ground level
Few KPIs to look out for:
- eNPS, mNPS (RAG for Critical functions, High Performers - High Potentials bucket, High Performers bucket, Overall Org)
- % of overall alignment with Critical Behaviors
Few sample questions of eNPS & mNPS:
eNPS | mNPS |
On a scale from 0 to 10, how likely is it that you will recommend a job in our company to your family or friends? How interesting do you consider your work to be? How recognized and valued do you feel in our organization? I know how my work supports goals of Nova The Work I do is meaningful I have room to grow & develop I understand what I am accountable for at Nova | On a scale from 0 to 10, how helpful is your manager when you have a problem at work? I can have well-informed & constructive feedback with my Manager I am given enough freedom to decide how to do my work I get enough feedback on how well I am doing my work I feel supported by my Manager My manager cares about me |