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Process

OVERALL PROJECT OBJECTIVES FOR INTEGRITY DEVELOPMENT

 

To document and quantify the correlation between team members’ perceptions of the level of respect they receive in the workplace and individual/workgroup.  Qualitative measures of respect will be assessed in the following categories: interpersonal behavior, policy, and culture (see appendix). Following evaluation of the data, strategies will be developed to improve behaviors and performance.

  1. To develop an online (i.e., mobile app.) system that allows team members to report perceived levels of respect on a daily or weekly basis.

  2. To develop a process by which (a) supervisors can monitor the data and take action in a timely manner and (b) the organization can assess the impact of those actions by leveraging longitudinal (pre- and post-) data.

  3. Develop evidence-based best practices based upon lessons learned from Objective #3.

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PROCESS OUTLINE

To achieve the preceding objectives, we propose the following four-stage process:

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STAGE 1: VALIDATION AND INSTRUMENT DEVELOPMENT

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  • Identify six work teams representing three levels of performance (2-high, 2-typical, and 2-low) to participate in Stage 1.

    • Work with client to identify relevant KPIs to include in performance assessment.

  • Collect data to examine the relationship between “respect in the workplace” and performance, as measured by the company’s current KPIs.

    • Develop short online survey questionnaire (to be accessible via mobile devices) that will measure various components of respect (see Appendix).

    • Analyze cross-sectional data using survey feedback and KPI results to compare perceptions of respect across the three different groups.

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STAGE 2: OBSERVATION & IDENTIFICATION OF BEHAVIORS THAT BUILD OR UNDERMINE RESPECT

 

  • Concurrent with Stage 1, observe the six work teams in action, focusing on both team member-to-team member interactions as well as supervisor-to-team member interactions.

  • Conduct focus groups with supervisors and team members to identify the behaviors they believe contribute to positive business results (KPIs) as well as those behaviors that trigger negative outcomes.

Data gathered in Stages 1 and 2 will be used to validate the items used to measure respect as well as to confirm whether the expected relationship between respect and KPIs exists.  To the extent that we can verify this relationship and demonstrate that we are able to measure it accurately, we can move on to developing a management tool and process (Stages 3 and 4).

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STAGE 3: REFINEMENT OF TOOLS AND PROCESS TO ASSESS RESPECT ON A REGULAR BASIS

  • Gather data to determine the most beneficial way to assess respect on an on-going basis

    • Using the respect scale developed in Stages 1 and 2 as well as the same KPIs, collect three waves of data from the same workgroups

      • Wave 1:  Daily measures of respect and KPIs for two week period

      • Wave 2:  Twice-weekly (Wed/Fri) measures of respect and KPIs for two week period

      • Wave 3: Once per week (Fri) measures of respect and KPIs for two week period

    • This process will be used to identify whether any meaningful patterns exist in terms of respectful treatment (e.g., declines throughout week or spikes on Wednesday) as well as to examine the causal nature of the respect-performance relationship.  For instance, if employees report low levels of respect on Monday, do we see declines in performance on Monday? Tuesday?  Longer?  This information may be useful for determining how often respect should be assessed.

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STAGE 4: IDENTIFICATION OF EVIDENCE-BASED BEST PRACTICES FOR

  • Using the data gathered in Stage 3 as baseline information on workgroup respect, develop training and coaching interventions for team members and supervisors to boost levels of respect in the workplace. 

  • Use on-going data collection to compare pre- and post-intervention levels of respect and performance to quantify the business impact of these tools.

Who is Integrity Development?

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