This reports gives a measure of the attributes that influence worker engagement. Whilst the survey takes less than 5 minutes to complete, it is rich in insights and action.

This report outlines the WHAT (strategies) WHY (impact) that can support your people strategy. Engagement links purpose with brand, For the WHO and HOW see the Team Strengths Grid Report.

To gain access to this report plus client portal please get in contact.

Defining Engagement

Engagement is feeling dedicated, committed, and emotitionally connected to your work and workplace so that you're willing to give your best discretionery effort. The goal is to create an enivronment in that your team both have the ability and are willing to do so.  There are three types of engaged staff based on data from Gallup's global engagement research;

• If a boss is engaged, the likelihood that an individual will be engaged increases by 49% and for teams increases by 59%.

• 76% of the variables can be directly influenced by a team leader.

• 70% of the reason's employees give for leaving can be attributed to issues their manager had direct influence of. The number one reason is a lack of recognition

How to read the reports

The Dashboard (to be shared with your team)

• Focus on the high scores. Where can we recognise what we are doing well and do more of this? What is contributing to this success?

• Where could the biggest improvement be made? What is contributing to this score?

• It’s a snapshot in time.  Important to ask your team for more detail

• 5 represents this workplace need is consistently met. A mean score of 4 suggests that the need is often met but not consistently

• You are not looking for a perfect score. The opportunity is the commitment to always improve on the factors that matter for the people in your charge

For the Supporting Reports

• The Comments Report (for team leaders only) includes the feedback for ALL respondents and is not filtered by team.  This is to ensure (a) the comments remain anonymous (b) suggestions could be useful for more than one team. This is available as a separate word document. If you do not have a copy, e-mail hello@jasonbiggs.nz.

• The Team Response Rates (for team leaders only) shows the response rates by team, to check the validity of the results as a fair representation of the sentiment of the members of the team.

• The Completions Guide (for team leaders only) helps shows the distribution of responses across the elements of engagement. One team member may significantly impact the results both positively or negatively. This report gives you an indication if that is the case or whether there is a consistent pattern amongst all members of the team..

• The Exploring Themes (for team leaders only) report looks at the combination questions to give an indication of a specific topic to explore with your team.

• The Engagement Hierarchy (for team leaders only) report helps to focus on the bottom two levels of the hierarchy Q1- Q6. These form the foundation of a great place to work. Meeting the needs in the three foundational levels creates an environment of trust and support that enables managers and employees to get the most out of the top level, personal growth.

• The Team Heat Map (for team leaders only) allows you to see how each team performs on each question. When looking at your results and an element of engagement you would like to focus on, who is already doing this well? What are they doing that you could borrow for your team?

• The Analysis Guide (for team leaders only) provides a summary of key data which may point to what is influencing the response, and to help formulate questions to debrief with your team.

How to use these results 

1. Once you have the results, make sure to share these with your team. Refer to the debrief guide on an approach.

2. Once actions are identified, put together a working group to ensure they happen and report back on progress to the wider team

3. Ideally repeat this team health check measure in 6-12-months to view progress

4. Include the Dashboard Report as a key measure in your team leaders regular progress reviews