Employee Engagement Survey

Leadership IQ has created a revolution in employee engagement surveys. Let's look at how this came about. Let's take the typical employee engagement survey. Typically, what happens is an employee answers a series of questions, that data goes off to executives and managers where they desperately try and figure out what they can do to improve engagement, and the employee sits by doing nothing. And if they're really, really lucky, their managers and executives will come up with something that might possibly improve engagement. But because the employee is sitting there doing nothing, they end up feeling passive, disenfranchised, and ultimately disempowered. Now, here's where the revolutionary aspect of this comes into play. In the Leadership IQ Engagement Survey, what happens is an employee will answer 3 levels of questions. They'll answer questions about the organization, questions about the leaders, and then questions about themselves. Now, when the organization data comes, every executive will get advanced analytics showing them exactly what they as executives can do to help improve engagement. Every leader similarly will get an advanced analytical report showing them exactly what they can do to improve the engagement of their employees. But here's the revolutionary aspect: every single employee receives their own personal engagement report with their own advanced analytics showing them exactly what they can be doing to work on their own engagement. Now, what kinds of questions do we ask? Well, at the organizational level, some of the questions that we ask— and there may be about a dozen of these— things like, "This organization has clearly defined what behaviors are necessary to achieve success here." "Bold, innovative thinking is rewarded at this organization." "Performance appraisals are open, honest, and meaningful." "I think the organization's strategy will make us more successful." and practicing this organization's values is critical to my success here. At the leadership level, we'll ask questions like: My leader takes an active role in helping me to grow and develop my full potential. When I share my work problems with my leader, he or she responds constructively. My leader encourages and recognizes suggestions for improvement. My leader distinguishes between high and low performers. My leader removes the roadblocks to my success. And then, fascinatingly, when we get to the self part of this, we ask questions like: When I get an assignment, I find out how it fits into our organization's strategy and goals. I keep generating great ideas every week to help the organization or department improve. I start every day with a clear plan. I find something interesting in every task I do. I listen to new ideas even if they seem radically different from my own. Now, because every individual employee gets their own personal engagement report, they end up feeling empowered, proactive, in control of their own future, and ultimately engaged. And this is absolutely critical because Leadership IQ research has discovered that as much as 94% of an employee's engagement is driven by what they themselves do personally. If you'd like to learn more about how this survey might work at your organization, send us an email at survey@leadershipiq.com. Just tell us the size of your company, your history with surveys—have you done them in the past—and what time frame you're looking at for your next survey. To see if this advanced tool is right for your organization, again, reach out to us, let us know, and we're happy to have a discussion with you.