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Organisational outcomes from using our supplemental categories
Rahat Joshi
May 31, 2023
5
Minutes
In the spring of 2017 Winningtemp undertook the work to identify the factors that most strongly predict two outcome variables: employee turnover and sickness absence. With the help of P.h.D and researcher Leif Denti, an extensive search of the research literature was carried out to find studies that provide support for the predictive ability of certain factors. This laid the foundation for the 9 standard categories that have been and continue to be measured by thousands of our customers.
Subsequently, we have continued to follow the same methodology of studying the science behind effective organisations and applied the research findings to develop our supplemental categories. Besides predicting employee turnover and sickness absence, we have also focused on the predictive abilities of certain factors on organisational outcomes such as higher performance, innovation, employee well-being, employer branding, to name a few.
“Understand the organisational outcomes from using Winningtemp´s supplemental categories. Learn how to optimally use them to strategically measure, analyze and act on various factors that would help you progress towards your organisational goals.”
Description: Employer branding is the process of creating and communicating a positive and distinctive image of an organisation as an employer of choice. It involves highlighting the unique value proposition and culture of the organisation, as well as its reputation, mission, vision, and goals.
Relevance: Employer branding aims to attract, engage, and retain talented and motivated employees who share the organisation's values and vision.
Description: Being more innovative means finding new ways to create value for customers, stakeholders and society. It means developing novel products, services or processes that meet the needs and expectations of the market. Innovation requires a culture of creativity, experimentation and learning within the organisation.
Relevance: Being more innovative means that a company is able to create new products, services, or processes that meet the needs and expectations of its customers and stakeholders. Innovation can give a company a competitive edge in the market, increase its profitability and growth, and enhance its reputation and brand image.
Description: High performance is a desirable goal for any company that wants to achieve its objectives and sustain its competitive advantage. In order to achieve this goal, the focus needs to be on improving the performance of individual employees, of teams as well as the overall organisation.
Relevance: High performance can benefit the organisation in many ways, such as achieving higher customer satisfaction, employee engagement, innovation, productivity, and profitability.
Description: Corporate responsibility is a business practice that aims to balance the economic, social and environmental impacts of a company's operations. It means that a company is accountable to its stakeholders, such as customers, employees, shareholders and communities, and strives to operate in ways that enhance rather than harm society and the environment.
Relevance: By doing this, a company can improve its reputation, brand image, customer loyalty, employee engagement, investor confidence and social license to operate. Corporate responsibility brings strategic advantage for a company by differentiating itself from its competitors, attracting new customers and partners, innovating new products or services, and achieving long-term growth and success.
Description: Employee well-being is the degree to which employees feel satisfied, engaged, and productive at work. It encompasses physical, mental, and social aspects of their work experience. A company that wants to improve the well-being of its employees is aiming to create a positive work environment that supports their health, happiness, and performance.
Relevance: By doing this, the company can benefit from lower turnover, higher productivity, better customer satisfaction, and a stronger reputation.
Description: Employee engagement is the degree to which employees feel committed to their work and the organisation. It reflects how motivated, satisfied, and productive they are. Engaged employees care about their work and about the performance and success of the organization they work for. A company that wants to increase employee engagement aims to create a positive work environment where employees feel valued, respected, and empowered.
Relevance: Employee engagement is important for an organisation because it can affect various aspects of its performance, such as productivity, profitability, customer satisfaction, employee retention, and innovation.
Description: Organizational work culture is the set of shared values, beliefs, norms, and practices that shape the behavior and identity of an organization and its members. It influences how employees interact with each other and with external stakeholders, such as customers, partners, and suppliers. A company that wants to build a great work culture is one that values its employees, its customers, and its mission. A great work culture means that the company fosters a positive and productive environment where people are motivated, engaged, and respected.
Relevance: A great work culture can impact the organization in many ways, such as improving organizational performance, employee engagement, innovation, retention, and customer satisfaction.
Description: Productivity is a measure of how efficiently an organization uses its resources to produce goods or services. Motivated and skilled workforce that receives regular feedback and recognition, as well as effective communication and collaboration among employees and managers are key determinants of productivity.
Relevance: The benefits of increasing productivity are manifold: it can lead to higher profits, lower costs, better quality, more customer satisfaction, and more competitive advantage.
Ambassadorship in an organisation refers to employees who actively promote and represent their organisation in a positive manner, both internally and externally. These employees go beyond their job responsibilities and act as advocates for their organisation, upholding its values, culture, and reputation.
Sustainability refers to an organisation's commitment to conducting its activities in a manner that preserves and protects the environment, society, and economy for present and future generations.
Diversity, equality, and inclusion (DEI) are critical aspects of creating a positive and inclusive work environment where all employees feel valued, respected, and empowered.
Self-leadership refers to the ability of employees to take ownership of their own actions, behaviors, and development within an organization. When employees practice self-leadership, they proactively manage their own performance, set goals, and take responsibility for their own growth and development.
Trust is a crucial element in any organisation and has a significant impact on various outcomes.
Innovation can have various outcomes for an organisation, depending on how it is implemented and integrated into the organisation's culture, processes, and strategies.
Psychological safety in an organisation can have several positive outcomes, which contribute to a healthy and productive work environment.
Cross-functional collaboration, which involves employees from different departments or functional areas working together on a common goal or project, can lead to several positive outcomes in an organisation.
Person-job fit refers to the alignment between an individual's skills, knowledge, abilities, and characteristics with the requirements and demands of a job.
Transparency in an organisation refers to the practice of openly sharing information, communication, and decision-making processes with employees, stakeholders, and other relevant parties.
Subjective well-being, also known as happiness or life satisfaction, refers to an individual's subjective perception of their well-being and overall satisfaction with their life.
Rahat is a Senior People Scientist at Winningtemp. She has a Masters in Industrial Management, with over 18 years experience as an HR/Organizational Behavior professional within a wide range of roles such as Organizational Development, HR Analytics, building and executing people strategies. At Winningtemp, her work centers around bringing a scientific mindset to organizational challenges and translating people data into actionable insights to improve business performance. She applies her HR experience to design solutions that provide a better world of work for employees.
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