Gannett releases results of Engagement Survey

A reader sends this memo from Gannett “chief people officer” David Harmon:

From: A message from Dave Harmon
Sent: Tuesday, May 31, 2016 3:24 PM
To: A message from Dave Harmon
Subject: Engagement Survey Follow Up

Good afternoon,

A couple of weeks ago, PricewaterhouseCoopers (PwC) presented the Gannett Executive Team with the results from our Employee Engagement Survey.gannett Per Bob Dickey’s (May 16, 2016) email, I am following up with some specifics from the survey…

Confidentiality First:
As we communicated at the beginning of the survey, PwC only shares information about groups – and if a group is less than 6 people, they cannot share the data. And the feedback we received about comments are grouped by topic and cannot be tied back to individuals. That said, thank you for taking the time to provide additional comments – we received over 350 pages of comments from you./CONTINUES

Some Snippets:
From our update, PwC shared some aggregate Gannett-wide numbers with us. Overall, our percentage favorable answers – meaning the percentage of people who answered the question with a rating of 4 (agree) or 5 (strongly agree) – were at 65%, whereas industry benchmark is 70%. Both genders scored equally here at 65%. Pacific Islanders/Asian/Hispanic/Mixed Race, employees 30-44 years old and employees with less than 1 year/1-2 years of service had above average favorability ratings while our American Indian/White/African American, 60 plus years old, and 3-5/6-14 years of service scored below our average on favorability.

The 5 questions with our lowest amount of favorable responses were:
* I have opportunities to achieve my personal career objectives.
* I feel confident that my organization will achieve its strategic goals.
* I would recommend Gannett to friends and family as a great place to work.
* I receive regular feedback and coaching on how well I do my work.
* My supervisor encourages risk taking within my organization.

Our 5 most favorable response questions were:
* I know what is expected of me at work.
* I understand how my job contributes to the success of Gannett.
* I have an open and honest relationship with my immediate manager/supervisor.
* I intend to stay with Gannett for at least another 12 months.
* My supervisor is interested in the well-being of employees.

Random Questions: Here are three questions from the survey along with how we responded in terms of “Percent Favorable.” Also listed below each question is the all-industry benchmark for each question.

* “I know what is expected of me at work.”
Gannett: 88%. Benchmark: 92%.

* “In the last six months, someone at work has talked to me about my progress.”
Gannett: 66%. Benchmark: 56%.

* “I have opportunities to achieve my personal career objectives.”
Gannett: 54%. Benchmark: 59%.

What gets in our way? We asked you to “Select up to five top issues that commonly distract you from achieving your work-related goals” from a list of 25 possible distractions, or obstacles. Below is a screenshot from PwC of the five most-cited obstacles along with the percent of respondents who cited each: staffing, processes, preparation, priorities and doing work of others.

gannett

Next Steps:

Action Planning: HR business partners are working with our leaders to analyze the results from their respective locations or divisions. Your local leaders will have discussions with teams about action plans and ways to improve going forward. It will take time to identify our needs as well as our strengths at the local level. We will focus on a few things to improve and try to do them thoroughly. Also, for the things we do well that resonate with people – we will pledge to continue doing those things well.

Care to Expound? We’ll be asking for employee volunteers to participate in a few focus groups to help us better understand the survey results. Each group will focus on a specific topic. We believe that taking a deeper dive into the results – by listening to employees in person (or virtually) – will help us build better action plans and ultimately improve the work environment. Stay tuned for details.

We’ll continue to provide more information in the coming weeks.

Dave




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