People Engagement Survey Measuring and maintaining employee engagement is key to the success of any organisation Your challenges Employee engagement is best summarised as a positive attitude held by the employee towards the organisation and its values. The questions you may ask yourself include: • How can we keep our people engaged as we restructure the business? • How can we limit the downside of downsizing? • Do our people feel an emotional connection with the business? Do our staff trust and value the leadership team? • Which incentives and rewards can we use to get the best out of our people? • How agile is our staff? • Can they rise to the challenge of delivering new services and entering new markets? In today’s rapidly changing environment, organisations need to find ways to cope with changes to business and technology. Maintaining employee engagement during organisational change is key to the success of any organisation. Moreover, creating and preserving a culture of high engagement helps employees perform better and improves employee satisfaction. It overall contributes to the achievement of corporate goals. How we can help Our model leverages more than 15 years’ experience in employee research through our global network. The measurement tool is flexible and is developed in the context of the business strategy: it looks at what the organisation is trying to achieve and is not a ‘one size fits all’ approach. Engagement measurement provides significant benefits in terms of value output which can help drive organisational performance by: • focusing on engagement gaps that are critical to achieving business goals; • identifying drivers where improvement will have the greatest impact on engagement; • identifying staff typologies in need of greater support/ intervention; • tracking performance to give a picture of progress against objectives; • feeding into action plans to improve the people experience; • building in accountability to ensure that there is momentum for change. Illustrative example High Engagement Level The PwC Employee Engagement Model provides a core driver framework and statistical method for measuring levels of employee engagement and for establishing linkages to key performance drivers. Tenants 1.0% Champions 66,2% Disconnected 3,8% Captives 29.0% Low Low Likelihood of Staying High Our threefold methodology Phase I: Design Questionnaire design Survey program design Employee list design and mapping Phase II: Execution Data collection Status reporting Phase III: Taking Actions Analysis to identify drivers of engagement Reporting Action planning Why PwC Luxembourg? PwC Luxembourg (www.pwc.lu) is the largest professional services firm in Luxembourg with 2,300 people employed from 57 different countries. It provides audit, tax and advisory services including management consulting, transaction, financing and regulatory advice to a wide variety of clients from local and middle market entrepreneurs to large multinational companies operating from Luxembourg and the Greater Region. It helps its clients create the value they are looking for by giving comfort to the capital markets and providing advice through an industry focused approach. The global PwC network is the largest provider of professional services in audit, tax and advisory. We’re a network of independent firms in 157 countries and employ more than 184,000 people. Tell us what matters to you and find out more by visiting us at www.pwc.com and www.pwc.lu. Your contacts Christian Scharff Partner, People & Change Leader +352 49 48 48 2051 [email protected] Bénédicte Burioni Director, People & Change +352 49 48 48 2181 [email protected] Roxane Filippa Senior Manager, People & Change +352 49 48 48 2183 [email protected] © 2014 PricewaterhouseCoopers, Société coopérative. All rights reserved. In this document, “PwC Luxembourg” refers to PricewaterhouseCoopers, Société coopérative (Luxembourg) which is a member firm of PricewaterhouseCoopers International Limited (“PwC IL”), each member firm of which is a separate and independent legal entity. PwC IL cannot be held liable in any way for the acts or omissions of its member firms.