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Maureen Gillespie: Measuring Empowerment Within Organizations

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Maureen Gillespie: Measuring Empowerment Within Organizations

Maureen Gillespie: Measuring Empowerment Within Organizations

People Analytics Conference 2022 Winter

Website: https://pacamp.org
Youtube: https://www.youtube.com/channel/UCeHtPZ_ZLZ-nHFMUCXY81RQ
FB: https://www.facebook.com/pacamporg

Maureen Gillespie: Measuring Empowerment Within Organizations

People Analytics Conference 2022 Winter

Website: https://pacamp.org
Youtube: https://www.youtube.com/channel/UCeHtPZ_ZLZ-nHFMUCXY81RQ
FB: https://www.facebook.com/pacamporg

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Maureen Gillespie: Measuring Empowerment Within Organizations

  1. 1. Measuring Empowerment Within Organizations: A New Model and Assessment December 2022
  2. 2. Maureen Gillespie, PhD Measurement & Analytics Lead @cultivate
  3. 3. Empowerment & The Future of Work
  4. 4. Diversity in the workplace isn’t enough: Businesses need to work toward inclusion November 27, 2022 The Great Resignation is far from over September 25, 2022 Six Tips To Keep Gen-Z From ‘Quiet- Quitting’ November 20, 2022 People Demand Fulfilling Work, but Not All Employers Are Able to Provide It ‘Career cushioning’ is the newest workplace term everyone’s about to hate, thanks to an impending recession November 29, 2022 2022
  5. 5. We believe that the companies that will thrive are the ones that empower their employees.
  6. 6. Sergio & Rylova, 2018 “Employee empowerment and engagement are significant links to retention. empowerment and engagement contribute to a more open, innovative environment, faster decision-making, loyalty and organizational commitment.” Moreover, both and more importantly, create
  7. 7. Empowerment Model
  8. 8. Kris Bell Head of Research @cultivate
  9. 9. S P A C E Skill The experience of confidence & mastery in one’s work - Role/performance clarity - Access to prof. dev. - Experimentation/ risk-taking - Celebration of pivots/acceptance of failure Feeling connected to the mission & recognized for one’s contributions Purpose - Mission & goal transparency - Recognition The experience of individual choice & agency in decision-making Autonomy - Trusting management - Individual choice- making - Decision-making inclusiveness - Challenges to the status quo Feeling genuine connection, belonging, & significance to others Community - Authentic interactions - Cross-functional & multi-level collaboration - Presence of internal communities - Community inclusion Intrinsic motivation & full participation in the work Engagement - Org commitment - Org knowledge sharing
  10. 10. Empowerment Assessment
  11. 11. Demographic-Specific Measures of Empowerment Allows for identification of empowered/disempowered pockets within the organization Measures Employee Experiences and Perceptions Aggregate employee ratings allow for overview at the organization-level Designed for Large Departments or Full Organizations Target of 50+ respondents
  12. 12. Empowerment Ratio Two-factors confirmed by EFA • Empowering • Disempowering Benchmarking Obtained from 400+ individuals working in large organizations from a variety of industries 38 Likert Rating Questions Based on maturity indicators from SPACE model Assessment Details
  13. 13. 0 20 40 60 80 100 120 140 160 180 200 0.5 1.0 1.5 2.0 2.5 3.0 3.5 4.0 4.5 5.0 5.5 6.0 Empowerment Ratio Empowerment Ratio Benchmarking 80th percentile Empowerment Ratio of 2.0
  14. 14. 0 1 3 <1 year 1-5 years 5-15 years 15+ years Leaders Non-Leaders Leadership & Time at Organization Difference in empowerment between leaders and non-leaders most pronounced for long-time employees.
  15. 15. 0 1 3 <1 year 1-5 years 5-15 years 15+ years Leaders Non-Leaders Leadership & Time at Organization Difference in empowerment between leaders and non-leaders most pronounced for long-time employees. Gender Hybrid / Remote / In-person Race / Ethnicity Caregiver Status
  16. 16. Results & Recommendations Example 0% 25% 50% 75% 100% Disempowering Neutral Empowering • Bring together senior leadership to evaluate how they talk about their work/functions. • Shift the focus of discussion from teams and sub-teams to deliverables and objectives to minimize division between functional areas. • Consult employees for examples of “turf wars” to identify pain points. • Initiate a cross-functional job shadowing program or multi-level mentoring & reverse-mentoring program. Recommendations to Foster Community The level of respect received at my organization is tied to job title and/or seniority. People at my organization tend to form cliques based on their job rank or job function. It feels like members of my organization want to maintain separate “turfs” or "territories" more than they want to work together.
  17. 17. Before & After Culture Change Initiatives - Measure baseline empowerment - Measure empowerment after culture change initiative is implemented Understanding Barriers to Retention - Identify policies/attitudes where disempowerment may lead to employee disengagement - Identify strengths and weaknesses in employee perceptions of working environment Organizations Striving for Innovation When to Use the Organizational Empowerment Assessment
  18. 18. Jessica Heidt Script Supervisor

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