Organization Performance

Customer
Loyalty

Customer Loyalty Model

Multi-Rater
Assessment

PDi Followup
Action Planning

Transformational Leadership - Leaders, particularly immediate supervisors, are critical drivers for individual and team performance. Leaders set the stage when it comes to actually implementing strategic plans, change initiatives, and other programs and policies. They provide the feedback employees need to figure out which plans, initiatives and programs should be taken seriously, and which are lip service - just for show. Their example shows employees what kind of behavior gets people ahead. They determine the degree to which their subordinates will be informed and involved. Their vision and influence determine the relationship of their functional unit with the larger organization. Their performance is the foundation on which organizational effectiveness is built.

PDi Employee Surveys© measure leadership effectiveness…

Enabling Structure - Organization structure is the great mediator of leadership. When an immediate supervisor is an excellent leader, poor organization structures can undermine the beneficial effects by frustrating employees with bureaucracy, inadequate information, and poor work environments. Similarly, when leadership skills are lacking, enabling structures can offset much of the damage by fostering such things as open communication and decentralization of authority. Ideally, enabling structures will magnify the positive effects of good leaders. Similarly, dysfunctional structures will magnify the destructive effects of poor leaders.

PDi Employee Surveys© measure organizational structures...

Teamwork - Since most organizational output is team based, teamwork is ground zero for organizational effectiveness. Teams characterized by accountability, cooperation, communication and respect tend to be more effective than teams which are not.

PDi Employee Surveys© measure teamwork effectiveness…

Discretionary Effort:- Effectiveness demands more than just basic motivation to contribute the minimum effort necessary to complete a job. Effectiveness requires skilled employees who take initiative to handle things as they come up, and who maintain the life-work balance necessary to sustain their effort over time, without burning out in the process.

PDi Employee Surveys© measure discretionary efforts...

Alignment - Receiving good ratings on most of the laundry list of important issues presented above is not enough. Alignment assesses whether these strengths are working together, or pulling the organization apart. A classic alignment problem involves leaders whose strategic plan calls for one set of behaviors (such as quality), while their compensation system rewards another (such as quantity or speed). When all parts of an organization work together with common purpose, mutual support, and balance, effectiveness is maximized.

PDi Employee Surveys© measure organizational alignment...

Value Outcomes - Effective performance should result in measurable outcomes which enhance the value of organizational products and services. Significant variation among the value outcomes usually indicates alignment problems.

PDi Employee Surveys© measure value outcomes...

Stakeholder Satisfaction - Organizations who meet industry expectations are giving stakeholders (customers, employees, investors) the value they expect. These expectations represent a sort of industry average performance - a basic level of stakeholder satisfaction.

PDi Employee Surveys© measure stakeholder satisfaction...

Stakeholder Loyalty - Organizational outcomes such as stakeholder retention, strong growth, and a superior reputation require more than a favorable comparison to competitors, they require excellence. Loyalty is built through superior performance and fair treatment. In the long term, firms who treat all stakeholders in a balanced and fair manner consistently outperform those who focus on one stakeholder group at the expense of the others. Organizations who adopt this strategy often acknowledge it as a source sustainable competitive advantage.

PDi Employee Surveys© measure stakeholder loyalty...

PDi Employee Surveys© take the pulse of your organization. As we all know and experience each day—the workplace has and will continue to change dramatically. Employees have changed with it. PDi Employee Surveys© are in the forefront of survey development, business intelligence, leading edge analysis and providing results that are linked to productive action planning and profitable change efforts.

PDi Employee Surveys© measure the alignment achieved when a shared vision, values, beliefs and positive ways of working within an organization. We help your organization understand the key areas associated with high performance. By using PDi Employee Surveys© data and information, your company will better understand the strengths and areas of improvement to develop alignment, thus improving business outcomes.

If you can’t measure it,
You can’t improve it.

PDi Employee Surveys© measure all of the essentials pertaining to employee engagement and loyalty. We define it, measure it and help companies improve it. PDi Employee Surveys© measure engagement by answering the following:

1. How employees feel toward the company. (Attitudes)
2. How employees perform at the company. (Behavior)

What matters are the best measures within these two dimensions. PDi Employee Surveys© will provide your company with all the data and information necessary to improve employee effectiveness and engagement.