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Driving Organizational Engagement and Performance

There’s perhaps never been a more challenging time to effectively engage and develop talent than today.

With the ever-increasing speed of information flow, changes in the way work is being conducted, and the unique demands of managing a multi-generational workforce, it’s not hard to see why HR Professionals have their hands full.

The good news…  3D Group is a trusted expert partner that can help.

3D Group stands ready to help you navigate workforce challenges and positively drive employee engagement and performance.

Employee Engagement

3D Group’s Workplace Effectiveness Profile℠ (WEP) is a powerful tool (containing 63 questions and 2 open-ended questions) that measures both employee engagement and satisfaction.

Drawing on research linking employee attitudes, customer attitudes and company financials, the Workplace Effectiveness Profile℠ tells you what percent of your employees are engaged at work, what motivates them to go the extra mile, and what might be driving them away.

The survey is easy to understand and fast to complete. The result is relevant, action-oriented data to support your organization’s development efforts.

The Employee Engagement Index

The centerpiece of the Workplace Effectiveness Profile℠ is the Employee Engagement Index, which measures the cognitive, emotional, and behavioral components of engagement. The WEP is organized around seven work-related dimensions that are crucial to organizational performance and drive employee engagement.

Why Measure Engagement AND Satisfaction?

The best surveys measure employee Engagement and Satisfaction. Just gauging one is not enough. Dissatisfied employees are a high risk for turnover, so it’s important to evaluate and improve satisfaction. However, satisfied employees are not necessarily engaged. Employees can be satisfied with their pay, job duties, and work environment, but they may not be committed to the company’s success.

Research repeatedly shows that the most effective organizations have highly-engaged employees who are also highly satisfied. Your organization’s success depends on your people. Whether they deliver success—well, that depends on their engagement.

System-Wide 360 Degree Feedback

As impactful as 360 degree can be at the individual levels, imagine multiplying that by hundreds or thousands! With a system-wide approach to 360 degree feedback, leaders at all levels participate in the process. While the content of the surveys vary by level, care is taken to ensure the competencies assessed all maintain alignment with the organization’s key priorities.

There are several advantages to a system-wide approach including:

  • Conveys a strong organizational commitment to honest feedback and employee development
  • Efficiencies in communication, administration, training, and feedback processes
  • Awareness across all levels and all employees, allowing for better developmental support

Corporate Leader assessment lets executives focus on results, not administration

Challenge: 

The CEO of a biotech startup decided that the company needed to level up their leadership skills based on a recent engagement survey. He charged his VP of HR with creating a data-driven leadership development process that would address both individual and group-wide challenges. The company had just established a set of 5 core values, but wanted to use a pre-validated leadership model for broader coverage and norms.

 

Solution: 

All 67 leaders received 360 degree feedback using 3D Group’s Leadership Navigator® Corporate Leader survey and every leader received a 1:1 feedback coaching session to establish a clear set of development priorities. 3D Group analyzed group-wide trends to determine critical training needs and worked with the senior management team to tailor a training curriculum to support leadership training year-round.

Keys to Success: 

  • Early CEO involvement/buy-in and organization-wide participation.
  • Group-wide data with norms shaped tailored leadership training.
  • Resources invested in follow-up coaching instead of extensive survey customization.
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