Types of surveys we offer
Although our scope of research began with Employee Engagement Surveys, we have expanded our product offering and can deliver a broad spectrum of organisational research needs. Types of BPA Surveys include:
Best Practice Australia can assist your organisation to build a Culture of Success. As we always say, if it’s not being measured, it’s not being managed. BPA’s methodology is diagnostic; our surveys go beyond metrics of satisfaction. They unpack the key elements that bind and define an organisation’s culture. Over the past 25 years BPA has conducted surveys in more than 900 organisations, with over 1,200 benchmarking partners. We have a strong presence in the Health Sector however our products are relevant to any service sector organisation.
What is "engagement"?
Engagement is an employee’s emotional investment in the organisation’s purpose.
It is beyond commitment. It is beyond satisfaction.
Best Practice Australia’s research into over 900 organisations (public, not-for-profit & for-profit) in the last 24 years has been instrumental in formulating BPA’s signature model of Engagement –The 6 Types of Culture.
Best Practice Australia is able to diagnose your organisations culture into one of the 6 cultures. The different cultures are explained in the graphic below. Each dot point on the graph represents an organisation with which BPA has conducted an Engagement survey.
Our 7 Areas of Research
Engaging Our People
The ‘Engaging Our People’ Program focuses on employees' emotional investment in the organisation's purposes & capabilities. It goes beyond Employee Commitment & Employee Satisfaction (with a job or an organisation).
Identity & Direction
The ‘Identity & Direction’ Program looks into the set of attributes that make one organisation different from other organisations - the attributes that attract individuals to it, that make it stand out from others, and that infuse it with a sense of purpose and direction.
The ‘Values’ Program examines the ethical principles, standards or codes of behaviour that guide decision-making and daily practices in an organisation.
The ‘Risk@Work’ Program is a risk assessment to ensure that the organisation is providing a workplace that is free from dehumanizing, intimidating, bullying, unlawful, unsafe, unethical or corrupt behaviours.
The ‘Leadership Landscape’ Program focuses on the set of behaviours of all individuals - at all levels - who are responsible for directing & evaluating the behaviours and actions of other organisational members.
The ‘Organisational Change’ Program encompasses the systems, procedures & processes for managing change, ensuring quality outcomes, solving problems & adapting to new circumstances.
The ‘Client Engagement’ Program focuses on how an organisation engages with its clients, both in creating client experiences & in meeting client expectations.
Coding of narrative text
Like a focus group of your entire organisation.
One of BPA’s specific areas of expertise which we believe sets us apart from our competitors is our ability to code narrative data. We call this Linguistic Analysis. The methodology of Linguistic Analysis enables BPA to create surveys with open-ended qualitative questions to find out why respondents think or feel the way they do … and then to quantify this information.
Your results in context.
Since the inception of the company, BPA has been using the research methodology of benchmarking. This involves comparing your results against a set of benchmark partners to demonstrate where your results sit compared to the norms.
Benchmarking provides you with perspective on where your organisation sits within the industry.
Red Flags Analysis
BPA measures the ‘underbelly’ of organisations and we take this very seriously. One part of the reporting process is the production of confidential reports marked for the attention of the CEO and their immediate executive team.
These reports always require executive scrutiny.
1. The Message in a Bottle Report to the CEO, which includes all respondents’ messages.
2. Toxic Red Flags. We believe Toxic Red Flags are Acts of Commission. They are allegations that a wrongful, unlawful, or unsafe situation has occurred (or could occur). Because they are allegations, they cannot be considered as sufficient evidence that something has occurred. However, they contain enough gravity to warrant investigation.
3. Potential Red Flags. We believe Potential Red Flags are Acts of Omission. They are concerns about the lack of appropriate behaviours, competencies, or attitudes. The existence of these Potential Red Flags can create the opportunity for Toxic Red Flags to take hold and flourish. For example, ‘Lack of Fairness’ could quickly escalate to become ‘Favouritism’ or ‘Discrimination’.
BPA uses a methodology of ‘red flagging’ any contentious comments outside the Message in a Bottle which are quarantined into these two (2) separate reports. These comments will not appear in the narrative text or any of the work unit reports.
Click here for the BPA document “Red Flag Definitions”