When is a CDP survey required ?
1. Some practical examples
Mergers and acquisitions are 2 typical examples of a project
affecting the overall motivation level of the managers, employees and
workers.
The traditional concerns look at the financial data, the complement
or harmonization of the markets, of the products and services, … determinant
factors for the acquisition or the merger.
The structure, the way the new company will be organised, the
manufacturing plants distribution or sales arrangements, back office and
administration functions,… are part of the integration process of both
companies.
Such in depth thinking of the new to be company to be does bring 75 %
of mergers or acquisitions to fail.
One important aspect has not been foreseen right from the beginning :
the people.
Vision, clear objectives, co-operation, people participation and
involvement are soft issues forgotten in these processes.
When considering Human Resources, high de-motivation is
experienced by the employees, productivity has decreased, absenteeism becomes a
normal standard and some of the best or clever employees may have left the company
for better motivating skies.
Safety and health issues are real concerns in numerous companies :
steel plants, petroleum refineries, pharmaceutical plants, food and beverage
industries even IT producers, manufacturing plants where constraining
regulations affecting the safety and health of the workers, the cleanliness
of the plant or the quality of the final product. Still 45 % of their
employees believe that safety and health issues are not their concern but
their “ managers’ ”.
It is therefore of utmost importance to motivate the personnel and
have them involved in the respect of these regulations.
Studies have shown that 40 % of the knowledge given during training
sessions has been forgotten 1 week later.
This result hits directly the rationale of such investment, which
turns out to be a cost for the company.
The question is “Is a provided training a cosmetic intended to
satisfy the employees or does it respond to an actual need requested by the
employees, in the benefit of the organisation ?”.
It may be then worthwhile to motivate the participants and have them
actually involved in the training process.
Finding out which are the actual expectations of the employees, is so
therefore more appropriate.
Investing in a CDP
motivation survey becomes a way to re-direct the investment towards the
actual needs of the employees.
2.Overall reasoning
3.Projects where CDP is required
