SPEAR LAB
case study: employee engagement Surveys
SPEAR practices are evidence-based and theory-driven. We lean heavily into Social Cognitive Theory, Positive Psychology and theories of Organizational Behavior to help your organization solve complex problems.
Basic Methods
- Surveys, Focus Groups, Interviews, Open-ended Questions
- Charts, Graphs, Word Clouds, Comment Themes
- Simple descriptions of what is happening
vs
SPEAR Methods
- Statistical modeling to identify hidden drivers
- Combine text analysis with quantitative ratings
- Identify actionable recommendations
BASIC METHODS provide a baseline understanding of what is happening in an organization.
I Enjoy My Job
- Strongly Disagree 7%
- Disagree 13%
- Neutral 20%
- Agree 25%
- Strongly Agree 35%
| Which factor contributes most to your job satisfaction? | Ranking |
|---|---|
| Pay | 1st (Most) |
| Management | 2nd (Middle) |
| Flexibility | 3rd (Least) |
BASIC Insights
- High job satisfaction = increased engagement, lower-turn over and higher performance
- The direct employee ranking in the basic method identifies “pay” as the key driver to employee satisfaction
- Basic Recommendation: Shift resources to increase employee pay
SPEAR METHODS go beyond superficial observations and uncover real insights leading to meaningful recommendations and results.
Job Satisfaction
- Pay 20%
- Flexibility 30%
- Leadership 50%
SPEAR Insights
- Spear’s analysis uncovered the most important factor in job satisfaction is leadership quality (50%). The direct employee ranking in the basic method was incorrect in identifying “pay”
- Once an employee makes the 30th pay percentile in your company, they are equally satisfied with employees in 90th percentile
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SPEAR Recommendation: Invest resources into training supervisors’ management skills to increase employee satisfaction
SPEAR takes a deep dive, providing real insights, so that your organization can transform employee satisfaction
Basic Methods
- High job satisfaction = increased engagement, lower-turn over and higher performance
- The direct employee ranking in the basic method identifies “pay” as the key driver to employee satisfaction
- Basic Recommendation: Shift resources to increase employee pay
≠
SPEAR Methods
- Spear’s analysis uncovered the most important factor in job satisfaction is leadership quality (50%). The direct employee ranking in the basic method was incorrect in identifying “pay”
- Once an employee makes the 30th pay percentile in your company, they are equally satisfied with employees in 90th percentile
- SPEAR Recommendation: Invest resources into training supervisors’ management skills to increase employee satisfaction