35+ Years of Research and Results
Most employee engagement initiatives do not produce results.The RESPECT-Performance Paradigm and RESPECT Engagement Survey
tell us exactly what will help you achieve higher engagement,
performance, and returns-and we have the results to prove it.
RESPECT: What Employees Really Want
High RESPECT Performance Results
See How it Works
High RESPECT scores mean success for everyone! Employees, customers, and shareholders all win when a company scores high on the RESPECT index. Let’s find out where you stand with the RESPECT engagement assessment and start improving that score, employee fulfillment, customer satisfaction, and shareholders returns.
Step 1: Discovery Discussion
What challenges have you been dealing with? What is your desired outcome from learning your RESPECT score and working to improve it? Here we set KPIs, expectations, and survey customization needs.
Step 2: Survey Administration
We administer the 45 question survey in cooperation with your leadership and HR teams over 2 weeks. We then analyze the data and develop meaningful, actionable reports for leadership and managers. We can break down the data by manager for any team with 5+ members.
Step 3: Exec Presentation and Action Planning
The Executive Presentation meeting (preferably in person) is broken down by the Senior Management Index and Direct Manager Index and we examine how those impact the Employee Experience scores.
From there we look at the Organizational Capability scores measured by Employee Engagement and Performance Confidence, which are the ultimate influence on Organizational Performance, both in customer satisfaction and financial performance, aka your bottom line.
Once we understand the numbers, we facilitate a discussion to set priorities, goals, and accountability practices.
Step 4: Optional Training
We have a series of workshops for leaders and managers on understanding the RESPECT results and how to improve on each index item, based on the research and results achieved.
Many managers have inadequate training in general, and these workshops help them understand how to better manager their teams based on what they really want, in ways that are practical and based on research and results, not the latest social ‘thing’.