Tips on interpreting the Työvire report


Result distribution for Työvire

What should I focus on in this diagram?

Examine how the distribution breaks down, how many positive responses there were (Excellent and Good) and how many critical responses (Below Average or Weak). Statement-specific results shown later in the report will help you interpret the overall results. At the same time, the team-specific results will show which teams in the organisation have most to develop.


Strengths and weaknesses TOP 3

What should I focus on in this diagram? 

Based on numerical values, this result shows which statements concern key strengths and weaknesses in your overall material (e.g. for the whole organisation). You should also go through the results for each statement and group, to gain an overview of the strengths and weaknesses. Examine the content of the statements in addition to the numerical values: what is the importance of a certain statement to staff wellbeing and the achievement of results in your organisation?


Statement-specific results

What should I focus on in this diagram?

This will provide you with more detailed information on which issues require development within your organisation. See which statements had a high number of positive ratings (Excellent and Good) and which drew most critical ones (Below Average and Weak). Critical responses will help you to target development efforts at the issues staff regarded as most problematic. At the same time, the team-based results will show which teams in the organisation have most issues to develop.


Review of results within different groups (teams and tags)

It is important to review the results within different groups in the organisation, since they have different strengths, weaknesses and needs. The overall result of an organisation may be positive, but a single team may have several weaknesses which need to be addressed proactively. The organisation's HR managers can help the team leader and members to improve the situation. In addition to the survey, the situation can be analysed in more detail for example by interviewing team members. Addressing problem areas will also improve the organisation's overall result.

The group covered by the overall survey is shown first in the comparison, below which selected areas are shown (Team and/or tag). Look at which teams need most development. Consider, in particular, how the development of those teams with more weaknesses than the others can be supported within the organisation.


Moving forward from the Työvire survey results

Example of post-result employee survey process

Examining the results:

  • The results should first be discussed by the managers, who should consider their significance and what kinds of development activities should be initiated on their basis.
  • Which issues should be prioritised as goals and areas of development at organisational level?
  • How will achieving goals be affected by issues highlighted as development areas?

Staff meeting:

  • Present the results to the staff.
  • Thank them for the survey responses and feedback.

  • Present the results openly and fairly just as they are.
  • Provide your staff with the opportunity to comment and engage in open, constructive discussion.
  • Tell them how the process will move forward: what actions will be taken on the basis of the responses. How will the results be processed in the teams: draw up team-based development plans

Supervisor:

  • Study your team's results.
  • If necessary, ask HR to assist you with how to interpret the results, go through them with your team and draw up a development plan.
  • Present the team results to your team
  • Draw up a joint development plan for the areas requiring development.
  • In the development plan, the team will identify its own strengths and weaknesses, and set development goals
  • Designate responsible person(s), draw up a schedule and agree on issues to be monitored. Ensure that the agreed measures are taken.

When reviewing the results of the Työvire survey within your team, consider the following issues

  • The 'big picture' - how did the results look and which ones remain 'front of mind'?
  • Which issues stood out as strengths and which as weaknesses?
  • Were the results as expected, or were there surprises?
  • Change - did the results reveal any changes since the last time (positive or causes of concern)?
  • What do the results signify with regard to achieving your goals?

Continuous development:

  • Inform your staff of any actions taken within the organisation on the basis of their feedback. This will reassure them that their feedback was important.
  • Follow up on the implementation of the development plans during the year
  • Use the new Työvire survey to monitor the development of the staff's situation


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