The Critical Components Analysis^TM 

In today’s demanding work environment, we all need to make the best use of limited human and capital resources.

Surveys result in a wealth of information that can easily overwhelm an already stretched organization.  Most simply can’t take action on everything they find.  So where do you start?  What are the most important issues to focus on in order to get the most value from your survey experience?  To answer these questions, Questar developed its Critical Components Analysis (CCA).     

Questar’s Critical Components Analysis provides an accurate, targeted way of cutting through the information clutter to get to the heart of important organizational issues.  And that can make a big difference for you. 

How It Works

Questar’s proprietary CCA can help you identify critical leverage points that can result in the most beneficial change and the best return on your investment. 

Suppose your organization is experiencing high turnover.  You conduct an employee engagement survey to try to determine why employees are choosing to leave.  Your results show unfavorable scores in several areas such as inter-departmental cooperation, training, recognition, communication from senior management, work-life balance, and advancement opportunities.  Wouldn’t it be useful to know that only two of those issues were really important to employee retention – and which two they were?  Then you’d know where to focus your attention to solve your immediate problem.

Suddenly your results become more meaningful.  More actionable.  You can focus efforts where you’ll see the biggest payback, instead of diluting action on a wide variety of issues that appear at first glance to be important, but in fact are not.

Why It’s Better

The CCA is superior to many key driver analyses because it uses "relative weights analysis," a procedure that eliminates the error that occurs when survey dimensions are closely aligned with each other.  Let’s say your survey results show that older employees are more satisfied with pay than younger employees.  But is that the whole story?  Older people often have higher level positions, and thus higher pay.  So the relationship may really be between job level and pay satisfaction; age may not play a big part at all.  The CCA takes these inter-relationships into account in order to yield a truer picture of “what causes what.”

CCA results are displayed in a quad chart like the one below. Click on our quad chart to launch an interactive description.

Learn more, or get a copy of the technical paper describing the CCA