Engagement with
The Organization
How do employees
feel about the
organization?

Engagement with
Manager
How do employees feel about their direct supervisors?

Strategic Alignment
Is employee effort focused in the right direction?

Competency
Do managers have the skills to get the job done and motivate employees?

High
Performance

Performance = Engagement x Alignment x Competency

Actionable results is the name of the game here. Very short employee engagement surveys that contain just a dozen or so items can do a great job of identifying whether you have problems with engagement, but they will leave you with more questions than answers. This means the survey itself is only the first step in the discovery process. It will need to be followed by focus groups, expensive consulting, and/or additional follow-up surveys in order to get a clear picture of what is really going on.

Is 8 minutes too much to ask? That's how long it takes most employees to complete the questionnaire. Our employee engagement survey contains 63 carefully selected questions in 18 categories, most of which are similar to those found on our list of sample employee survey questions. The questionnaire has been statistically validated and benchmarked against a wide range of organizations. Why 63 items? Because that's what our research tells us we need in order to get a complete picture of what is driving engagement within an organization. Short surveys with just a dozen or so questions might do a great job of measuring whether employees are engaged, but they don't provide enough actionable detail. On average, it takes employees just 8 minutes to answer all 63 items, so the burden on your workforce will be small. The added depth and detail will leave you with many more answers and far fewer questions. Most organizations find that our standard list of employee survey questions work well for them, but you can add additional items if needed.

We take "actionable results" to another level by asking targeted follow-up questions in the areas that are most relevant to each employee who completes the survey. This means our employee engagement survey probes deeper into the specific issues that are of concern to each one of your employees.

The company shown here has strong engagement overall with the exception of one area - Teamwork and Cooperation.

Employees whose responses indicated that "teamwork and cooperation" was weak were asked to elaborate on the nature of the problem as well as proposed solutions to the problem. The company received several pages of detailed written comments that enabled them to better understand the issues and also suggested some ways to fix these issues.

Numeric results and comments can also be viewed for specific demographic subgroups, which will enable you to isolate and target localized problems within your organization.

The Employee Engagement Dashboard enables you to quickly and clearly identify not only global engagement themes and issues within your organization, but more importantly, what parts of your organization are "at risk" due to specific, localized engagement problems.

Scalpel vs. Sledgehammer

In our experience, most engagement issues are local. Companies sometimes have broad-based problems that need to be addressed company-wide, but regardless of how a company is doing overall, there are always things happening further down in an organization that are having a negative impact on engagement within a specific department, location, workgroup, etc. The employee engagement dashboard will enable you to instantly identify these problem areas within your organization so you can take action more quickly and with greater precision.

This is the analysis tool that the big consulting firms wish they had... and wish you didn't have since it makes most of the work they do obsolete.

View Sample Reports