The following was in answer to a question posted to the AFN email list. Several people liked it so I thought I share it more widely.
"I'm a bit obsessed with measurement at the moment so here's my 2 cents. Depending on what you mean by "health & wellness" (physical, mental, emotional, social), you have a whole range of options.
They probably fall into four buckets:
- Existing operational HR data (as noted by Belinda) - staff retention, sick days,
- Direct surveys aimed at aggregating individual experiences (as noted by Belinda, Hans & Cory) such as staff satisfaction & the human synergistics stuff.
- Direct surveys aimed mapping connections between individuals (social network analysis) - see here for an example: http://www.robcross.org/pdf/roundtable/energy_and_innovation.pdf
- Indirect surveys using narrative (as noted by Mary Alice). These can either be done using F2F workshops or online software. This can yield both qualitative & quantitative insights.
A fifth area might be some kind of ethnographic research (i.e. getting stuck in there and having a look around) - but this yields qualitative rather than quantitative insights.
You probably want some combination of the above depending on the organisation's:
- Budget
- Culture
- Previous experiences with these approaches."
Subscribe to:
Post Comments (Atom)
Posts
No comments:
Post a Comment