Review of Progress
Your Diagnostic Survey results have shown you the perceptions your employees have of reward in your organisation, and given a view of the priorities for action. Focus Groups have told you why employees feel this way, and Senior Team Brainstorming will give you the management view.
Now you need to decide to what extent the perceptions and priorities are true, given what you know about actual HR policies and practices within the organisation (obtained from your review of the History of Reward in your organisation, and the Current Reward Offering), you need to consider:
- Do any of the ratings or comments relate to elements of the reward package that you have no control over (e.g. centrally-negotiated wage and salary settlements or benefit entitlements, or legislative restrictions)?
IF SO, you need to communicate that these aspects of reward are centrally-negotiated, but that you will undertake to discuss the feedback with the relevant government body;
- Do any of the ratings or comments relate to benefits you already offer (e.g. people wanting gym provision when you already provide a gym subsidy), OR was any of the feedback from the Focus Group factually incorrect (e.g. comments around pay or benefits policy, or progression pay)?
IF SO, you may need to improve your Communication of the current package and benefits, perhaps through Total Remuneration Statements
- Were there any incidents during the Focus Group/Diagnostic Survey timeframe that may have affected the results (e.g. IT crash, negative publicity, OFSTED/Audit Commission report), OR has anything material changed within the organisation since you undertook the survey (e.g. pay settlement, redundancy announcement, new IT project initiated)?
IF SO, you will need to take this into account in your Action Planning
You also need to review the results within the context of the overall:
Your priority areas may fall into one, two or three of the Engaged Performance® factors. We recommend addressing no more than three priorities for action initially - ideally, one should be a 'quick win'. We recommend a maximum of three priorities because a small number focuses effort and is more likely to produce results.
