Assessment 5.3


EMPLOYEE ENGAGEMENT - SELF ASSESSMENT

Single User - Snapshot Version - 14 Questions

A snapshot of how engaged in your work you perceive yourself 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 becoming a Highly Engaged Employee complete the questions below. You will get a graphic report on your 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 you take pride in your work and use discretionary
effort often, or do you just do the minimum required?
Low Pride &
Discretionary Effort
High Pride &
Discretionary Effort

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

C. ENJOYMENT
Do you enjoy your working day?
High
Enjoyment
Low
Enjoyment

D. PROGRESS
Do you feel like you 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 you understand how your individual effort contributes to team
and organisational success, and how your work serves a higher purpose?
No Connection to
Higher Purpose
Clear Connection to
Higher Purposer

4. AUTONOMY
Do you have a sense of autonomy, and do you 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
Do you use your strengths? Are your abilities being stretched
and challenged? Are you given opportunities to learn and grow?
Strengths Not Used, Low
Challenge & Learning
Strengths Utilised, High
Challenge & Learning

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

7. FUN
Do you laugh at work and do you get the chance
to have some fun with colleagues?
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 you have a desire to perform to a high level and
do you set high targets for yourself?
Low Expectations
of Performance
High Expectations
of Performance

ii. DESIRE TO DEVELOP CAREER AND SKILLS
Do you have the desire to develop your career and
to improve the skills and abilities you need to do your job?
No Desire to
Improve Career/Skills
Strong Desire to
Improve Career/Skills

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


   
An Exceptional Team Academy Assessment Page [[page_cu]] of [[page_nb]] www.exceptionalteams.com.au