CQESS is our bespoke calculation scale for applying a relevant $value to employee engagement.
There are a few simple, scaleable methods of measuring in hard $Value , the impact of employee satisfaction ( in the positive) or dissatisfaction ( in the negative) in terms of manual labour, referred to as “Emotional Labour” (NB - This concept itself is not new, there have been studies on this - mostly in nursing- to identify that emotional labour exists).
Introducing the 'CriticalQ Employee Satisfaction Scale' CQESS
When we employ someone we give them a role and a wage. The implied contract is that the role will be completed to a good standard ( satisfactory) in return for the wage. Let’s call this 100% or an efficiency ratio of 0/100
When an employee is satisfied, is sponsored, is “happy”, fulfilled and engaged they are likely to give over the 100% to their role. We normally equate this with hours worked, in this concept it is not hours, it is measured in effort, idea’s, positive energy and enthusiasm. For example, the role may be completed on time and in a satisfactory way, however the energised employee will look for additional problems to solve, will aid others, will innovate by providing working solutions and will collaborate with their colleagues all as additional unpaid effort. This has a $value to the firm.
This is 0+ for example giving 10% more consistently is 110% positive emotional labour, or +10.
Likewise when an employee is dissatisfied, marginalised, excluded, prevented from growing etc they will only provide enough energy to get the job done, and they will do so inconsistently. For example, they will take time off, surf the net on office time, fail to attend collaboration opportunities, fail to provide assistance or help. They will withhold IP. Then in an effort to secure wage and bonus they will cram to cover the basic duties. So in effect they will catch back up to 0% but for a period of time they were costing the business by delivering in the negative.
This is 0- for example giving 10% less consistently is 90% positive emotional labour oe -10.
CQESS collects data in both qualitative and quantitative forms to produce a calculation that has meaning in cost based accounting terms.
How CQESS works
What we have done is come up with a really simple points system (ladder concept) to determine the quantitative part. A regular sentiment score will analyse at a point in time where an employee sits on the ladder, then their results are calculated by comparing their points to a pre-determined scale of hierarchy ( value / cost) which gives one number; that being the 'opportunity' or 'opportunity lost' cost of positive emotional labour at each level in a firm. The second number has to be value of that person’s ability to contribute or in other words some opportunities are worth more than others.
The qualitative piece works in a similar way via face to face interviews or profiling which feeds back into the scale. It covers much more of the emotive plane.
Who is it for?
CQESS has ultimately been designed for individuals to identify what gaps they have in terms of energy for certain tasks and roles and use this information to plan a better working life, a new career or training opportunities, plus understand that life isn't a straight or an upwards incline, and sometimes there are good reasons why shit happens, and that doesn't make you a bad employee, the same way some years ROCK and you need to wear your LEGEND status on your forehead.
Leadership and Executive teams can use CQESS to identify what is and what isn't working in terms of people management, and make decisions around who are the better people leaders in their organisation vs the operators and product owners ( because often we put the wrong people in charge of people just because they are good at something not people related, and this almost always screws the workplace up for everyone involved).
The CQESS advantage
The process is not complicated. Like all CriticalQ methods it is designed to be done by hand on the back of an envelope or on a simple spreadsheet. Resulting calculations are simple and easy to understand. In macro levels CQESS can set an assumed value, for the use of individuals wanting to identify gaps or for single organisations. Results cannot be thrown as they are hard numbers. Reports can be made at division, team and individual levels.
At the end of the day, if your employees had a choice whether to be led by you, how confident are you that they would stick around?
To hear more and to get a quote for using the CQESS system and methodology in your business or for yourself contact Trish today - email@example.com