McLean & Company
Partnered with Morris Interactive, McLean & Company is a research and advisory firm providing practical solutions to human resources challenges via executable research, tools and advice that have a clear and measurable impact on your business.
Our research team uses a rigorous research process that is used to identify and hone best practices, create practical tools, templates and policies, and supply clients with the insight and guidance of our subject matter experts. Morris Interactive applies this proven research approach to both human resources and company management teams, creating complete solutions that supply the tools you need to get each project done right.
Identify opportunities for your organization to improve engagement and get the most out of your valuable workforce.
Engaged employees do what’s best for the organization: they come up with product/service improvements, provide exceptional service to customers, consistently exceed performance expectations, and make efficient use of their time and resources. The result is happy customers, better products/services, and saved costs. McLean & Company’s program is designed to help you improve engagement, not just measure it. If you're interested in developing and maintaining a high performance culture, this is the best way to do it. Customized to you, data-driven, objective and actionable.
Employee Experience Monitor
“How likely would you be to recommend this organization to a qualified friend or family member as a great place to work?”
Use continuous feedback on how many employees positively and passionately support the organization, and how many definitely do not, to fine tune leadership actions. Individuals responding to the Employee Experience Monitor question with a 9 or 10 are your Promoters and are most positive and passionate. Those who answer 7 or 8 are Passives while those who answer 0 to 6 are Detractors.
Employee Exit Survey
Understanding why people leave your organization is crucial to making employees want to stay for the long run. People leave for a wide range of reasons, and some of these reasons are entirely resolvable on your organization’s part. McLean & Company’s Exit Survey can be used as a standalone or complement the exit interview. This allows departing employees to provide feedback on key factors that impact long-term employee engagement and performance success.
Discover more about:
Job factors - Uncover whether recognition, training, tasks, peers, or stress contribute to employee departure.
Compensation and competitive intelligence - Discover if employees leave to find a better deal, what that deal is, and where they found it.
Manager factors - As the saying goes, “People leave managers, not jobs.” Find out if your managers are effectively managing, leading, and coaching.
Organizational factors - Does your organization build employee confidence? Your company vision, perception of senior management, and company culture continually build your internal brand.
Uncover the truth - A short questionnaire administered to departing employees can provide you with insight into areas leading to regrettable employee departure.
New Hire Survey
Ensure your recruiting and onboarding programs are effective, or risk losing top talent to disengagement. Identify both effective and ineffective organizational practices from the fresh perspective of new employees on key factors that impact long-term employee engagement and performance success.
Get vital feedback on:
Recruiting efforts - Find out if your job marketing efforts are successful, which paths your candidates took to find you, and whether your company is maintaining an attractive profile.
Interviewing process - Ensure candidates experience an organized, professional, and ethical process that accurately set their expectations for the job.
Onboarding process - Make sure your new hires are being trained and integrated into their team effectively.
Organizational culture - Is your culture welcoming and inclusive? You need to know if top talent enjoy the environment you have to offer
360 Degree Feedback
In order to be successful in today’s workforce, employees are requesting more development than ever before. A well designed 360 Degree Feedback Program is a critical building block of an organization’s talent development strategy.
360 degree feedback benefits the employee by providing a multi-faceted view on key competencies. With the right elements in place, 360 Degree Feedback Programs can significantly improve employee development, performance, and as a result, the organization as a whole.
Multi-rater feedback is instrumental in giving employees a holistic perspective on their performance, and as a result, an excellent way for employees to receive the information they need to prioritize their development goals.
Reduce the administrative burden of 360 Degree Feedback Programs with a tool that is easy to use and largely employee-driven once the initial set up is complete.
HR can select from a set of 10 commonly used competencies introduced in McLean & Company’s Develop a Competency Framework solution set or add in your own competencies.
HR assigns a required proficiency level in each competency to specific job roles in your organization.
The tool allows for quantitative feedback through numerical ratings of the competencies and qualitative feedback recommendations on how to develop each competency to achieve greater levels of proficiency.
Confidentiality is guaranteed as we compile the feedback report and a threshold of three respondents per rater group is met before feedback is reported.
If you’d like to learn more, download Design a 360 Degree Feedback Program to gain further insights on how to leverage multi-rater feedback to optimize employee development
HR Stakeholder Management Survey
People costs represent the single biggest line item in the budget, which makes it critical that HR is aligned with the business and gets the most value out of the company’s employees. McLean & Company’s HR Stakeholder Management Survey is a low effort, high impact program that will give you detailed report cards on the alignment of HR with the business, including stakeholder satisfaction with HR’s core services and administration. Use these insights to prioritize key programs and planning efforts, assess stakeholders’ expectations of HR, and optimize HR and business alignment.
Understanding the needs of your stakeholders is the first and most crucial step in developing an HR strategy that impacts employee engagement and well being.