Roffey Park employs a rare combination of research, consultancy practice and development expertise when undertaking research projects for organisations which are aimed at improving organisational effectiveness and intelligence.
Many organisations commission us to conduct research where they require a more thorough understanding of the situation they are facing. As well as investigating and presenting back conclusions, we aim to:
- Use the research process as a way for clients to learn how their overall approach to people issues affects execution of strategic aims
- Share our expertise and previous research from different sectors to provide clients with new ideas and different perspectives
- Ensure that at each stage of the process we are focusing time and resources for maximum benefit
Our Research Services 
Diagnostic Surveys
Our researchers have considerable technical expertise and experience in survey design and implementation. We regularly design and implement, paper, telephone and web-based surveys on a range of topics tailored to meet client needs.
The Management Agenda - Our annual survey, ‘The Management Agenda’, is now in its 12th year. It samples almost 1000 managers and explores a wide range of trends in organisations. This survey can be run in-house for clients and offers the opportunity for organisations to benchmark themselves against this comparison group.
OD Survey - We design employee opinion surveys based on the Burke-Litwin model of Organisational Performance and Change. The model provides a comprehensive view of the organisation, examining the external environment; leadership; mission and strategy; culture; structure; management practices; team climate; systems; skills/job match; motivation; individual needs and values; and performance. This data can help to target where organisational development is most needed and will be most effective.
Using an Employee Opinion Survey to target organisational development: research with AAH Pharmaceuticals Ltd
Using an employee opinion survey as part of a global transformation process at Plan
Engagement Diagnostic - Research has shown that employees that are engaged with their organisation often perform better. We have developed a reliable Engagement Scale from our Management Agenda research, which can be used by clients to measure various aspects and levels of engagement within their organisation and benchmark themselves against other organisations. We can use this scale in conjunction with focus groups, interviews and other diagnostic techniques to offer a full engagement assessment.
Exit surveys/interviews - We design and conduct tailored exit interviews and surveys. Such interviews/surveys can represent a valuable channel for employers to gather information from departing employees that may have a positive effect on future employment conditions and ways of working. It is particularly helpful having a neutral third party conducting these and often means that employees are more likely to be open and honest in their responses. We can add real value with Roffey Park's own exit interview tool that examines the Pyschological Contract between employer and employee.
Exploring the psychological contract of leavers at Laing O'Rourke
Other Diagnostic Research
We can conduct diagnostic work into the issues that most concern your business. Some examples of recent diagnostic work include:
- An investigation into risks to well-being across a local authority and subsequent production of a web-based toolkit to promote well-being.
- An investigation and recommendations into how a major retail organisation could become an ‘employer of choice’ through focus groups and in-depth discussions with employees and other important stakeholders.
Leadership framework and competency development
We are experienced in developing both leadership frameworks and competency models that are tailored to meet organisational needs. These practical frameworks are grounded in thorough research with key organisational stakeholders and are designed to take into account future business challenges.
For example - we have recently worked with a large government agency to develop a robust framework for assessing leadership performance and potential. We involved a variety of stakeholders in this process at all levels through a combination of interviews and focus groups. Through the use of an appreciative inquiry approach with critical incident technique we explored high performance in leaders at all levels, identifying the factors creating excellence and seeking to cultivate these factors in other areas of the agency.
Evaluation
We offer an evaluation service. This might be evaluating the impact of a development programme/activity for an organisation or reviewing participant perspectives on a talent management scheme.
For example - we recently evaluated the impact on participants of a talent management selection process for a large public body. We worked with the client to develop a tailored survey exploring participants’ current attitude to work and in particular, job satisfaction, commitment and motivation. All applicants were then surveyed pre and post selection and differences in responses assessed according to successful and unsuccessful participants.
Co-researching into topics
We are also able to co-research topics/issues with client organisations. We have experience in both collaborative enquiry and action research. Action research has the philosophy that you cannot understand something fully until you try to change it. Through cycles of action and reflection, action researchers seek to create change in a specific domain and then to reflect on the process of change that has been initiated. From this and with the support and challenge of others they can arrive at new actions that can be taken to further the change.
Consultancy
We can also offer solutions-orientated consultancy to client organisations on topics relating to our research expertise. For more information please contact our research team on 01293 851644 or email research@roffeypark.com