8. Work-life Balance: A challenging and competitive work environment and an on-going drive for high performance in organisations typically result in increasing demands being placed on employees. They have a life outside the organisation that includes family, education, recreation and so on. How do they feel about their own work-life balance?
9. Performance and Recognition: Do employees feel that their job performance is appropriately recognised and well managed?
10. Remuneration: The financial rewards and benefits received is one measure of employees’ worth to the organisation. How do they feel about their salary and benefits?
The ten dimensions are each measured on specific statements across two scales that embrace Importance (Value) and Personal experience (Performance).
Importance relates to the importance employees attribute to that aspect of their employment experience described by each statement. Personal experience relates to the employees’ personal experience of that aspect of their employment relationship described by each statement. They are required to indicate if they agree or disagree with each statement
Deloitte BCTWF employs a Random Stratified sample size methodology based on the number of employees within an organisation to ensure that participating organisations, irrespective of size, can be more reliably
compared. The survey also takes biographical details, such as business unit, position / level, race, gender, age, tenure and employment category, into account. Organisations can partake in the 2012 programme in an Official or Virtual participatory manner.
Conradie concluded with some critical success factors that organisations must be aware of by being involved in the BCTWF programme. “Organisations must have a clearly articulated rationale for participation, visible and active Executive Committee support and involvement throughout, that is aligned to the overall HR strategy. It is also vital to have project team representation from key stakeholders groups and a clearly defined internal communication strategy. The most important success factor is organisations’ feedback to staff with a clear commitment to take action based on the survey outcomes that are aligned to the key business drivers.”
June 2012 | Management Today 105
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