The document discusses Insightlink's approach to conducting employee surveys using their 4Cs framework of Commitment, Culture, Communications, and Compensation. Some key points: - The 4Cs model provides a proven, actionable framework for understanding employee engagement. - Surveying employees can provide feedback to identify issues, improve organizational performance, and compare results to benchmarks. - Insightlink's surveys measure engagement, loyalty, motivations and drivers to help organizations target action planning. - The process typically involves drafting a survey, collecting responses, analyzing data, and providing a report to guide action planning to improve satisfaction.

1. The Insightlink Approach to Employee Surveys
Insightlink’s 4Cs survey tool is our clients’ top choice again and again because it offers a
proven, actionable, easy-to-understand framework for increasing employee
engagement.
777 E. Tahquitz Canyon Way, Suite 200-175  Palm Springs, California 92262 USA
T: 866-802-8095  F: 877-866-8301  info@insightlink.com

2. 2
Why Survey Employees?
“To give employees
an opportunity for
feedback and identify
the issues important
to them”
“To highlight what is
viewed positively by
employees & areas of
concern”
“To prioritize the
action you need to
take to improve
your organization”
“To compare &
benchmark your
performance against
other organizations”
“To provide timely
and accurate
feedback”

3. 3
Why Survey Employees? …
There is substantial evidence that highly satisfied and engaged employees lead to
more positive outcomes for their organizations, including higher productivity,
improved employee retention, greater customer satisfaction and, if appropriate,
better financial performance
To Improve Overall Organizational Performance
Companies listed in the „100 Best Companies to Work For in America‟
generated 2.3% to 3.8% higher stock returns than all other organizations
each year from 1984 through to 2011.

4. 4
Why Choose Insightlink?
See your gaps on
each of the 4Cs:
Commitment, Culture,
Communications and
Compensation
Compare and
benchmark against
other organizations
using our
independently-
commissioned data
Measure your
“momentum”
(i.e., perceived
progress in the past
12 months)
Understand where
you stand on our
Loyalty Matrix and
Engagement Index
Assess employee
engagement to their work,
your organization, their
colleagues and your
strategies, products and
services

5. 5
Why Choose Insightlink? …
To Get the Knowledge and Insight You Need to Improve Job
Satisfaction and Employee Engagement

6. 6
Insightlink’s 4Cs Model
As part of an extensive review of both academic and business research on
employee satisfaction, Insightlink designed a framework for questionnaire
development and strategic analysis called the “4Cs,” which are:
 Commitment
 Corporate Culture
 Communications
 Compensation
These four key elements drive employee satisfaction/engagement and are the
foundation for all Insightlink employee surveys, although with customization and
refinements so as to best fit the needs of Insightlink clients.
 The quantitative results are supplemented by rich employee comments that
provide insights into the stories behind the numbers.
Having this comprehensive framework to evaluate your survey results enables you
to target your action plans based on that areas that will give you the greatest
impact.

7. Just knowing your employee's overall job satisfaction is only the start. It tells you
where you stand now, but not where you need to go. That's why we developed our
4Cs model of employee satisfaction and engagement:
7
Insightlink’s 4Cs Model

8. Committed Loyalists Extremely/very satisfied with their jobs and plan to stay 2
or more years
Satisfied Opportunists Extremely/very satisfied with their jobs and plan to stay
less than 2 years
Dissatisfied Compromisers Somewhat/not very/not at all satisfied with their jobs and
plan to stay 2 or more years
Change Seekers Somewhat/not very/not at all satisfied with their jobs and
plan to stay less than 2 years
8
Employee Loyalty Matrix
Insightlink‟s “Loyalty Matrix” combines employee satisfaction with anticipated
tenure (proven to be an accurate predictor of eventual behavior) to create four
segments:
Dissatisfied Compromisers generally have a detrimental impact on both individual
productivity and overall morale. The good news is that, when organizations commit
to Action Plans based on the survey results, they can see improvements in overall
satisfaction and Committed Loyalists, with an average increase of 7 percentage
points in job satisfaction between studies.
In most cases, we‟ve found that the sum of Change Seekers and Satisfied
Opportunists is a good predictor of an organization‟s actual level of employee
turnover.

9. 9
Employee Loyalty Matrix
This chart combines the level of satisfaction with intention to stay to create four distinct employee
segments. Typically, Committed Loyalists should account for at least 55% of a company's employees.
The remaining employees should be distributed somewhat evenly across the other three segments.

10. 10
Employee Engagement Index
Insightlink‟s Engagement Index is a straightforward single-number score that
reflects an organization‟s success at engaging their workforce and compares the
average (calculated on a 0-100 scale) to a benchmark norm.
This measure incorporates the key variables of engagement, including taking pride
in their work, being treated with respect and dignity, sharing a positive feeling of
morale with their colleagues, being satisfied with the level of reward and
recognition and of their advancement opportunities and believing in the
organization‟s mission/vision/values.

11. 11
Benchmarking
The quality of Insightlink‟s norm database is a key reason for choosing Insightlink.
Insightlink norms are developed via a specially commissioned, representative
survey of employees conducted on an annual basis that is balanced against Bureau
of Labor Statistics‟ figures in terms of such key factors as company size, range of
industry types, geography and employee demographics.
The result of this balanced sampling is a rigorously scientific, fully accurate view
that provides valid and reliable benchmarks. Our proprietary database of
benchmark norms covers every question in our standard Employee Engagement
Survey and we maintain the data integrity of our benchmarks by deliberately not
including any clients‟ data in our norms.
Because we use an extremely large national survey of employees to build our
database, the number of clients we have in a particular industry does not determine
our ability to deliver actionable results with industry-specific normative data for
context.
These norms allow us to compare the survey scores for our clients against those of
a representative sample of U.S. employees overall and for specific industry groups.

12. 12
Motivations & Drivers Analysis
A Motivations and Drivers Analysis consists of:
1. Using correlation analysis to determine the top 10-15 drivers of job satisfaction
within an organization – these represent the workplace elements that have a
disproportionately positive impact on employee satisfaction
2. Assessing the organization‟s performance on those elements using a three part
classification system…
 Equities – these are the factors on which the organization is performing
very well and should work to maintain these strengths
 Opportunities – these are the factors that show moderate performance levels
and on which improvement would help boost overall job
satisfaction
 Weaknesses – these are the factors that offer the greatest potential to
improve job satisfaction and addressing them should be a
priority in action planning

13. 13
EQUITIES
(High contribution and
high performance)
Work is respected
Abilities and skills
Immediate
supervisors
OPPORTUNITIES
(High contribution and
moderate performance)
How well jobs are
defined
Fulfillment of mission
WEAKNESSES
(High contribution and low
performance)
Communications
Division of work
Reward and
recognition
Opportunities for
advancement
Motivations & Drivers Analysis
Classification of those drivers in Community Health Centers:

14. 14
4Cs Presentation Format
Insightlink 4Cs reports provide your results in an easy-to-read, presentation-ready
format, including highlighting the key gaps in each of the 4Cs:
When past data is available, new data is benchmarked against it to show year-over-
year trending data.
For ease of analysis, when past data is shown, these
symbols are used to indicate changes since a previous
study in “top two box” scores
and

15. 15
Typical Timing for 4Cs Studies
Task Proposed Timing
Draft survey for review Sent following receipt of signed Service
Agreement and completed Issues Discovery
Final questionnaire approval Depends on internal feedback, goal date is within
2-3 weeks of receiving the Issues Discovery
document
Survey system set-up/launch Online, 2 days after final approval and/or receipt
of employee email list
Hardcopy surveys require about 1 week for
printing and shipping
Reminders to online participants At intervals determined by participation rate
(usually every 2-3 days)
Survey close Usually 2-3 weeks after study launch
(determined with the client)
Data tabulations Ready 1 week after survey close or receipt of
hardcopy surveys (whichever later)
Comprehensive Analytical Report 3-4 weeks after survey close

16. 16
Action Planning Guide
Successful action planning is a critical component of successful employee surveys
and Insightlink publishes an electronic 4Cs Action Planning e-Guide with Form
Fillable Worksheets (unlimited internal use). Http://www.insightlink.com.