Why focus on team health?
The team health check is about team engagement. Engaged employees are defined as those who are involved in, are enthusiastic about, and committed to their work and workplace. The difference between companies in the bottom and top quartiles show the following differences
37% decrease in turnover/absenteeism
48% fewer safety incidents
43% decrease in defects
23% increase in productivity
Sharing our thoughts about our work will help drive real change. It is one of the best ways to voice our opinions with the goal of improving our own work, our teams, and our organisations. The survey is also an investment in us as employees to ensure we have what we need to be successful.
Why these questions?
Whilst they are not the same questions, they are based on the Science of Engagement developed by Gallup;
Research-Based These questions are built on extensive research into workplace engagement. They have been tested and refined to measure the most critical aspects of employee engagement.
Simplicity The questions are concise and straightforward, making it easy for you to understand and respond to them. This simplicity increases response rates and survey participation.
Comprehensive Coverage These questions cover a broad range of factors that impact employee engagement, including job expectations, feedback, recognition, personal development, and relationships with colleagues and supervisors. If addressed they have a significant impact on how much employees care about their work.
Actionable Insights The questions are designed to provide actionable insights for you, your team, and your organisation. They help identify specific areas where improvements can be made to enhance employee satisfaction, productivity, and retention.
Is the team health check compulsory to complete?
Completing the questionnaire is voluntary. Whilst we would like everyone to be involved, even if it is to complete the multi-choice section and leave the comments, it is your choice. We also cannot determine who or has not responded. The only tracking we can and will do, is to know how many responses we have had across a team/s.
How will results be reported and shared?
Once all results are collated they are put into an Excel-driven reporting tool. Within 1-2 weeks of the survey close, the results will be shared with a core team to review and confirm how and when a debrief to a wider group of people leaders will happen. We aim for the wider group to meet within a month of the survey closing. Your leader will then debrief the results with you, either 1-1 or as a team to clarify your feedback, and agree 1-2 actions we will do to support your work.
The team leader will see all the detailed reports to help interpret the results and to formulate good follow up questions. Team members will only see the dashboard report. To view an example of the report click here.
Finally, we aim to be clear on the debrief approach. It is not about getting the perfect score. It is about knowing where to focus our efforts to maximise the team and our performance. There are always areas to improve. We reinforce with team leaders this is not about singling people out. Instead the goal is to ask questions of the team to be able to understand where we can make things better.
Are the results really confidential?
When someone submits the results, no one can see who it is, as we do not ask for your name. We can only attribute a response to a team, and these results are aggregated. No individual responses will be shared.
From your responses, two reports will be created.
Data results For the data responses we limit the minimum number of aggregated respondents to 4. The scores are averaged for the team and no individual results will be shared. If there are less than 4 responses, we will let you know and confirm whether it is OK that the results are shared with your team leader. If not they will be combined with other responses/reported in the total team/organisation results.
Comments Within the questionnaire there are three open ended questions. They will be collated in a separate report to the data. These will not be separated out by team. In addition the comments will put in alphabetical order. This report will only be shared with team leaders.
What we are looking for is to use both inputs to identify general themes across both team and total company to support team leaders where they need to focus in their leadership to best support our people.
Can't find an answer? Ask us a question.
If you prefer, you do not need to include your name and e-mail address, however if you do, we will respond directly back to you. Also, your question will remain confidential.