Interpretation, Feedback and Reporting
Interpretation, Feedback and Reporting
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Interpreting and reporting the results of CResDA can follow the key below:
Numbers in the 1-2.5 range indicate that respondents mostly disagreed with the attitude/resource and can be expressed in red.
Numbers in the 2.6-3.5 range indicate that respondents were unsure or ambivalent about the attitude/resource and can be expressed in orange.
Numbers in the 3.6-5 range indicate that respondents mostly agreed with the attitude/resource and can be expressed in green.
Higher scores on Fixed Digital Mindset and No-Win Mindset indicate the presence of negative digital attitudes and so should be interpreted accordingly. For ease of interpretation, numbers in the 1-2.5 range on those two attitudes can be expressed in green (to represent positive attitudes) and numbers in the 3.6-5 range can be expressed in red (to represent negative attitudes).
The results of CResDA can then be presented in different ways, but the method of presentation should be understandable for employees. For one example of how to present the responses for an attitude or resource, the responses can be aggregated to a single number (e.g., ‘3.80 on Win-Win Mindset’). The example below demonstrates overall levels of agreement with each digital attitude or contextual resource, illustrating the single number alongside the colour coding.
To provide more detail, the results can be further broken down to express percentage of agreement or disagreement with the particular attitude/resource:
The number of responses in the 1-2.5 range (i.e., those who mostly disagree) should be expressed as a percentage of all responses in red.
The number of responses in the 2.6-3.5 range (i.e., those who are unsure or ambivalent) should be expressed as a percentage of all responses in orange.
The number of responses in the 3.6-5 range (i.e., those who mostly agree) should be expressed as a percentage of all responses in green.
These three percentages can then be presented within a pie chart. An example figure for Win-Win Mindset is provided below.
The pie chart above represents scores on a specific attitude as a whole. A breakdown of responses on individual statements can also be presented for additional detail (e.g., see the figure below which presents all statements from Win-Win Mindset).
Feedback report
Feedback report
To increase commitment towards digital change, it is important to provide employees with a feedback report on the findings from the survey. The aim of this report is to outline how respondents perceive the digital change process and new technologies as well as to provide recommendations for next steps. The report should start with an introduction which outlines why this report was compiled, how many employees responded and from which department or level in the organisation, and a description of each of the attitudes and resources. It is recommended to use the term ‘respondents’ (rather than ‘employees’) throughout the report to make it clear that the results represent the views of those who completed the survey but may not be indicative of the views of all employees within the organisation. Feedback should be aggregated at a group level (such as at organisational, departmental or job level) but it should not identify individuals. It is recommended that where there are fewer than 10 people in a group that the results for that group are not fed back in the report to preserve anonymity of responses.
It is also recommended to split the report into sections for positive and negative digital attitudes, and contextual resources. Results for a particular attitude or resource should start with a broad overview of the extent of agreement with it and move on to discussing scores on individual statements if appropriate. Comparisons between different questions within this attitude can also be made if appropriate. An example of such reporting is presented below for Win-Win Mindset based on the detailed figure above:
Win-Win Mindset
Win-Win Mindset
The majority of respondents agreed that new job opportunities will open for them with the introduction of new technology, however, more than one-third of respondents had a neutral score on this set of questions. In comparison to all other statements relating to this attitude, respondents were most positive about their belief that employees their work will become more efficient after technology is implemented. However, respondents were least positive in their belief that their role will become more meaningful as technology becomes more capable.
The overall report should also include recommendations for enhancing digital change within the organisation based on the results of CResDA.
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