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Peer-to-peer practices: Survey results show the power By Liz Guthridge, Managing Director September 2013. Topics. Peer-to-Peer. What? Survey purpose Highlights of results So what? Implications and insights Now what ? Actions and offer for you.
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Survey results show the power
By Liz Guthridge, Managing Director
Author of “Change Through Smart-Mob Organizing: Using Peer-by-Peer Practices to Transform Organizations” in The Change Champion’s Field Guide (Wiley 2013)
Employees value working with their peers
People like me
For peer-to-peer practices (P2P):
Peer-to-peer practices--formal and informal-- within the context of trust and leadership support
Definitions of peer-to-peer
422 write-in comments
Connect Consulting conducted this online survey in August with 332 respondents
All write-in comments
Work at these organizations
In a variety of functions
47% are managers; 54% have 10+ years in the role
Informal more common than formal
Respondents of public companies reported higher degree of formal and informal P2P practices
Recognition most common formal program. Of the 32% with a formal program:
*Other reward includes $50 once you get 5 awards, points for gifts and plaques.
Idea-sharing the most popular informal practice. The71% who said their employer encourages them and their co-workers to share ideas and practices with employees in other departments and locations (formal and informal) use a variety of methods, as shown next.
Most write-in comments were on idea-sharing
Methods respondents use—meetings
Methods respondents use—electronically
Other informal P2P methods include: Google groups, LinkedIn, Powernoodle, in-house online forums /groups and the telephone.
Other formal P2P methods include: salesforce.com, FactorLab’s Grow and Intranet information boards.
Q. I regularly use peer-to-peer practices.
More frequent P2P users are:
Q. My employer supports me in using peer-to-peer practices.
Of those who believe peer practices help them do their job better, 70% agreed/strongly agreed with this statement.
For these individuals as well as others, they said in the write-in comments that their employers should take more supportive actions about peer-to-peer practices as explained later.
Q. I believe peer-to-peer practices help me do my job better.
Q. I have opportunities to share my ideas and concerns with my employer’s leaders, including my manager.
The survey results on the work environment questions start here.
Respondents who work for employers with P2P practices (formal/informal) were more positive on these issues. People who believe that P2P practices help them do their job better also were more positive.
It’s unclear whether the P2P practices contribute to people feeling positive or are a beneficiary.
Q. My manager demonstrates a sincere interest in my satisfaction and well-being.
Of those who believe peer practices help them do their job better, 72%agreed/strongly agreed with this statement.
Q. I trust my peers……my manager………senior leaders.
Managers and peers are trusted about the same in organizations with P2P practices (formal and informal).
Respondents who strongly agreed/agreed to “I believe that peer practices help me do my job” also trust peers, their manager and senior leaders about the same as those with formal P2P practices.
Q. I am likely to recommend my employer to a friend
Anything else to add?
What could be better about the peer-to-peer practices you use now?
What do you like best about peer-to-peer?
For those with P2P practices: formal and informal
For those without any real P2P practices now
Plant seeds to grow practices that are:
Fast and easy to use and reap benefits
Appreciate your bountiful orchard
“Why not go out on a limb? That\'s where the fruit is.” -- Mark Twain
For all: Be FEARLESS with P2P
Be FEARLESS: 8 ways to Unleash Peer Power and Energize Performance
Join the webinar, Thursday, Oct. 24, to learn more. Sign up at http://bit.ly/1asPDbZ
Being FEARLESS with peer-to-peer means
coaching/consulting session on P2P
Also, remember the Oct. 24 webinar: http://bit.ly/1asPDbZ