Assessment 5.1


EMPLOYEE ENGAGEMENT - PERSONAL ASSESSMENT

Single User - Snapshot Version - 14 Questions

A snapshot of how engaged in their work an individual perceives the people in your team to be.


 

 

 
 
Exceptional Teams are full of Highly Engaged Employees who love their job. They find their work stimulating and a challenge that enables them to make progress towards pre-determined goals, and feel confident in their ability to achieve them. People recognise that what they do makes a positive difference and feel acknowledged for their contribution to team success. Employees rate their employer highly and are great ambassadors for the company brand.

To start developing Highly Engaged Employees complete the questions below. You will get a graphic report on your team's employee engagement strengths, areas for growth and guidance on how to improve. This assessment is a Snapshot Version with 14 questions. For more detailed assessments go to the Assessments Page.
 

4 Key Qualities of Highly Engaged Employees (the outcomes you want)

A. PRIDE & EFFORT
Do your employees take pride in their work and use discretionary
effort often, or do they just do the minimum required?
Low Pride &
Discretionary Effort
High Pride &
Discretionary Effort

B. EMPOWERMENT
Do your employees take responsibility and show initiative? Do they 'get
on with the job' or do they often ask for instructions or permission?
Low
Empowerment
High
Empowerment

C. ENJOYMENT
Are there signs that people in the team enjoy their working day?
High
Enjoyment
Low
Enjoyment

D. PROGRESS
Is it obvious that employees are making progress towards
pre-determined goals and objectives?
Low Feeling
of Progress
High Feeling
of Progress

7 High-Impact Levers for Highly Engaged Employees (action areas for improvement)

1. APPRECIATION
Does your team have procedures and practices in place that demonstrates the
company appreciates and cares about it’s people and their welfare?
No Processes
For Appreciation
Many Processes
for Appreciation

2. INCLUSION
Does your team have procedures and practices in place that make people feel
they belong and are known and valued members of the team?
No Processes
for Inclusion
Many Processes
for Inclusion

3. PURPOSE
Do your people understand how their individual effort contributes to team
and organisational success, and how their work serves a higher purpose?
No Connection to
Higher Purpose
Clear Connection to
Higher Purposer

4. AUTONOMY
Do your employees have a sense of autonomy and feel empowered enough to take
responsibility and demonstrate initiative without being directed to do so?
Low Responsibility
and Self Direction
High Responsibility
and Self Direction

5. MASTERY
Are your people using their strengths? Are their abilities being stretched
and challenged? Are they given opportunities to learn and grow?
Strengths Not Used, Low
Challenge & Learning
Strengths Utilised, High
Challenge & Learning

6. FEEDBACK
Do your people get regular individual and team feedback so they know how well
they are performing? Does the feedback give them a sense of progress?
No Feedback or
Sense of Progress
Regular Feedback &
Sense of Progress

7. FUN
Do your people laugh at work and do they get the chance
to have some fun together?
No Laughs or
Opportunities for Fun
Many Laughs &
Opportunities for Fun

3 Enabling Mindsets for Highly Engaged Employees (the mindsets you need to develop)

i. DESIRE TO PERFORM WELL
Do your people show a desire to perform to a high level and
do they set high targets for themselves?
People Settle
for Mediocrity
People Strive
To Excel

ii. DESIRE TO DEVELOP CAREER AND SKILLS
Do your people demonstrate a desire to develop their careers, and
to improve the skills and abilities they need to do their job?
No Desire to
Improve Career/Skills
Strong Desire to
Improve Career/Skills

iii. DESIRE FOR JOB SATISFACTION
Do your people demonstrate the desire for job satisfaction? Do they
see their work as a ‘craft’ or ‘vocation’ rather than ‘just a job’?
No Concern for
Job Satisfaction
Proactively Seek
Job Satisfaction


   
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