EMPLOYEE ENGAGEMENT SURVEY

Discover why this employee engagement survey is better than all the others...

THIS IS THE ONLY EMPLOYEE ENGAGEMENT SURVEY WHERE EVERY SURVEY QUESTION REVEALS A FIXABLE ISSUE

You should never ask an employee engagement survey question that you don't know how to fix. Sadly, some of the most common employee engagement survey questions violate this simple rule. Every employee survey question you ask implies a promise that you're going to take action based on the answer you get. If you don't know exactly what actions will fix a situation, don't ask survey items about it until you do. Otherwise, you're setting the stage for employees to doubt your leadership capabilities (and any action planning you attempt will be incredibly difficult).

Terrible employee engagement survey questions include survey questions like, "I have great friends at work," OR, "I like my boss," OR, "My boss cares about me as a person," OR "I trust my boss." Ask yourself, "How would I fix a low score on one of these engagement survey questions?" Let's say you get low scores on those questions like, "I trust my boss." Do you know specifically what causes the typical employees to trust the boss? How about what specifically causes your unique employees to trust the boss? You could instruct your managers to be more honest with their employees. Or share more good news. Or share more bad news. Or you could make them conduct a one-on-one conversation with each employee.

All of those sound pretty good, right? The problem is that you have no idea which one of those actions your employees were talking about when they said that they have trust issues with their boss. And because you don't know which one is right, you're probably going to guess wrong. And then the employees will feel like you've done nothing to address their specific issue.

Instead, a Leadership IQ employee engagement survey question would read, "When I share my work problems with my direct leader, he/she responds constructively." Now that's a survey question that can be easily worked on. If you get a low score on that question, you could teach managers how to fix this in a day (and your employee engagement will skyrocket). But if you just ask vaguely about whether employees trust their boss, you could be wandering in the darkness for months.

THIS IS THE ONLY EMPLOYEE ENGAGEMENT SURVEY THAT GIVES EXECUTIVES THE TOP 3-4 ACTIONS THAT WILL HAVE THE BIGGEST IMMEDIATE IMPACT ON EMPLOYEE ENGAGEMENT

With our advanced Data Science Team, we deliver advanced statistical analyses to your executive team, including multiple regressions. Multiple regression is the most powerful statistical analysis you can use to analyze an employee engagement survey. It will literally distill all of the employee survey questions into the 2-3 survey questions that will give you the most immediate and significant improvement in employee engagement.

CEOs love the regression analysis because it eliminates guessing and wasted time, and gives an immediately actionable improvement plan that's unique to your company culture and employee experience. Have your employee survey scores been flat year over year? Multiple regression precisely forecasts which survey questions will give you an immediate statistical jump in employee engagement scores. And for any human resources leader, you want to be able to demonstrate fast and practical value to the rest of your executive team. THAT's how hr professionals can significantly increase their reputation.

Through multiple regression analyses, heatmaps, and demographic analyses, we pinpoint the exact areas where your organization needs to improve in order to significantly increase the scores on your employee engagement survey (Not merely your overall engagement). Thanks to our Data Sciences Team, you'll immediately see the differences in your highest and lowest performing areas. We'll help you craft an employee engagement strategy that will identify the points of friction in your organization processes, human resource processes, leadership, and key at-risk groups by department, gender, tenure, and other demographics.

THIS IS THE ONLY EMPLOYEE ENGAGEMENT SURVEY WHERE MANAGERS GET AWARD-WINNING LEADERSHIP TRAINING

Most managers have not been taught the skills they need to solve the issues emerging from an employee engagement survey. So we deliver eLearning courses from the Science of Leadership Academy! This gives your managers the leadership skills they need to support your employee engagement survey efforts. Through engaging videos, cutting-edge content, and the latest leadership research, this online library gives you the best leadership development tool available anywhere. And we even include Trainer's Guides so your training team can integrate our content into their own leadership development curriculum.

And of course, we treat every manager like the CEO of their department, giving them a report that details their employee engagement strengths and opportunities in their area. They see exactly which issues they need to work on, from communication to explaining their vision to providing better feedback to accepting employee feedback without defensiveness to performance management to mentoring to increasing accountability and more! They'll also see how their department is performing so they can provide more-targeted leadership to increase their employee engagement by improving their employees' resilience, optimism, and more! We even deliver specific scripts on employee engagement survey communication that managers can use at their next team meeting!

THIS IS THE ONLY EMPLOYEE ENGAGEMENT SURVEY THAT DISCOVERS YOUR COMPANY'S UNIQUE DRIVERS OF EMPLOYEE ENGAGEMENT

Do you know which survey questions are the biggest drivers of employee engagement? Do you know which questions, if improved, will give you the biggest increase in your engagement survey scores? We use an advanced statistical technique called Stepwise Multiple Regression that analyzes all your survey questions to discover which 3-5 issues will immediately improve employee engagement. Just working on issues with low scores can miss what's truly motivating your employees and driving the success of your work environment(your corporate color scheme may get low scores, but is that's what really engaging your employees?).

But multiple regression precisely forecasts which questions will give you an immediate statistical jump in engagement scores. CEOs and senior leadership love the regression analysis because it eliminates guessing and wasted time, and gives an immediately actionable improvement plan that's unique to your organization.

And using advanced data mining that links engagement survey data to your HR (human resource) demographics, we can identify highly specific pockets of low (or high) engagement that require extra attention by your leadership team, across age, tenure, gender, hours worked, and much more. (Some organizations will even assess issues like employee benefits). And we can identify systematic issues, like retirement, promotions, on-ramps and off-ramps, and career paths, that are drastically affecting engagement and employee retention.

THIS IS THE ONLY EMPLOYEE ENGAGEMENT SURVEY THAT REVEALS THE TRUE CAUSE OF A DISENGAGED EMPLOYEE

According to research from Leadership IQ, 26% of employees are Motivated But Unhappy. These are people who dislike their company but are still motivated to give 100% effort at work. And while outmoded statistics and overly simplistic survey responses might consider them a disengaged employee, Motivated But Unhappy employees are far from being actively disengaged.

It's quite likely, for example, that some employees are willing to give 100% at work even though they dislike their current workplace or their employee morale is low. Everyone knows people who dislike their company but still show up and work incredibly hard and deliver great productivity. It's wrong to call these people disengaged employees, because Motivated But Unhappy employees are essentially just as motivated to give 100% as engaged employees. Where they differ is the extent to which they're likely to recommend their company as a great place to work.

It's clearly a bad practice to characterize everyone who's not a classically engaged employee as 'disengaged employees,' or 'unengaged employees' or 'actively disengaged.' Motivated But Unhappy employees are nearly as motivated as engaged employees, but they see numerous problems with their current workplace and culture. This will have a significant impact on their turnover rates, and could eventually impact their productivity, quality, and more. That's why our employee engagement targets the precise causes of disengagement and dissatisfaction so that both leaders and employees can quickly boost morale. Employee voice only matters if we're listening to the issues that really drive their performance, and motivation is one of the biggest issues we need to assess.

THIS IS THE ONLY EMPLOYEE ENGAGEMENT SURVEY THAT PROTECTS YOUR HIGHEST PERFORMERS

A famous Leadership IQ study discovered that in 42% of organizations, high performers were less engaged than low performers. Put another way, your best employees were more likely to be disengaged than employees with the worst performance. And think about how that impacts the employee retention of your best employees.

Our survey is the only one that can match your employee performance appraisal scores to your employee engagement scores to discover whether your best employees are at risk of burnout, turnover, and decreasing morale. 

Some of your employees come in to work every day trying to change the world, while others are there for just a paycheck and nothing more. You want to make sure that the people who are giving 100% of their discretionary effort to the job are not being unduly burdened by picking up the slack for the people who don't care as much as they do.

You don't want the employees bringing you the least value to be more engaged than the folks who reliably deliver good and great performance. There are ample reasons why this puts organizations at risk. And one of them is the fact that high performers, who thrive on being highly engaged, will have drastically higher employee turnover if they aren't engaged.

THIS IS THE ONLY EMPLOYEE ENGAGEMENT SURVEY THAT PINPOINTS THE ISSUES FACING REMOTE EMPLOYEES

Has working from home eroded employees' mental health, engagement, work-life balance, and more? Or has it actually made life better? The truth is that there are a great many employees who have not only survived, but thrived, while working from home. And certain personality traits accurately predict whether someone is going to love or hate the experience of working from home (aka working remotely).

In this employee engagement survey, we can pinpoint exactly which employees are thriving and which ones are struggling. We can also identify which personality characteristics are most important to protecting the employee morale of your remote employees. For example, in a recent Leadership IQ study, we discovered that 52% of people with high resilience found that their work-life balance was much better working from home, and only 23% found that it was much better or a little better working in an office. By contrast, only 33% of people with low resilience found that their work-life balance was much better working from home, and 33% found that it was much better or a little better working in an office.

You'll discover which of your employees are going to thrive working remotely, and which ones need extra support and coaching. And when every employee gets their own personal employee engagement survey report, they'll immediately know how to better thrive in remote working environments. Just asking for employee opinion isn't enough, we have to know how to immediately help them thrive.

THIS IS THE ONLY EMPLOYEE ENGAGEMENT SURVEY THAT HELPS YOU TEST THE EFFECTIVENESS OF YOUR CORPORATE STRATEGY

Imagine that you're the CEO or senior leadership of a company, and you discover that 71% of your managers and employees don't have strategic alignment with your vision. Do you think there's any chance that you're going to hit your targets this year? Or next? Of course not. In fact, it doesn't matter how good or innovative your company's vision is; if leaders and team members at every level of the company aren't fully aligned with that vision, it has almost no chance of success.

And disturbingly, rampant misalignment is precisely what research from Leadership IQ has discovered. One of the findings is that only 29% of employees say that their leader's vision for the future always seems to be aligned with the organization's. One of the critical roles of an employee survey is to ensure that employees and leaders at all levels are fully aligned with the current corporate strategy happens to be. And that clearly is not happening.

That's why we ask employee survey questions designed specifically to test whether every employee and manager is fully aligned with your corporate strategy. And where they're not aligned, this employee survey pinpoints the precise areas in need of more support and coaching. When you're conducting an employee feedback survey, why wouldn't you take the extra step to actually assess the effectiveness of your corporate strategy?

THIS IS THE ONLY EMPLOYEE ENGAGEMENT SURVEY THAT IDENTIFIES YOUR RISKS OF EMPLOYEE BURNOUT

Most of us are feeling more burned out than usual (we all can feel that gnawing pessimism and fatigue creeping into the backs of our minds). And not only is that burnout dramatically hurting our mental health, but research has also shown that burnout damages productivity and increases mistakes, which no business can afford right now.

Among the biggest drivers of burnout are low optimism, resilience, self-forgiveness, assertiveness, and striving. Fortunately, those are all mental health factors assessed in this employee engagement survey. So every one of your employees will know exactly how to improve their psychological characteristics to protect themselves against employee burnout.

And with our advanced analytics, you'll discover which departments, job roles, and divisions have the highest risk of burnout, and exactly what actions you should take to stop that burnout immediately. This will have a tremendous positive impact on your company culture and employee retention.

THIS IS THE ONLY EMPLOYEE ENGAGEMENT SURVEY THAT TEACHES EMPLOYEES HOW TO BE ENGAGED AND NOT JUST SATISFIED

An employee is truly "engaged" when they are FIRST, giving 100% effort, SECOND, utilizing their full talent potential, and THIRD, working to develop their talent set even further. When employees are meeting all three criteria, their emotional states will also be characterized by a deep sense of fulfillment, pride and even excitement.

By contrast, employee satisfaction, a concept often measured by survey questions like "Overall, I am satisfied with company ABC" or "I am satisfied with my job" is a significantly weaker concept. In fact, employee satisfaction is too weak to help you improve employee engagement. Creating a company of satisfied employees is just not enough to create breakthrough performance.

Let's imagine you score a perfect 7 out of 7 on this "satisfied" question. What does that really tell you? It says, "Absolutely, I am satisfied." It does not say "I give 100% effort to this organization in order to deliver exceptional service to our customers." The real question is whether you want a workplace where satisfied people are passively content OR one where high-achievers give 100% effort to achieve extraordinary goals. Practically all senior leaders want engaged employees giving 100% effort. And that's why our employee survey questions measure employee engagement, and not merely employee satisfaction.

THIS IS THE ONLY EMPLOYEE ENGAGEMENT SURVEY THAT ASSESSES YOUR ORGANIZATIONAL CULTURE

What's your organizational culture? Is your current culture a meritocracy, or do the people with the best connections get ahead? Are people collaborative or competitive? Are jobs predictable or is there significant organizational change? This employee engagement survey actually measures your employees' ideal corporate culture and breaks out their responses by department!

The Social Culture is the one that, a priori, most people think of as ideal. But only 31% of people actually want to work in that environment. By contrast, 28% idealize the Dependable Culture, 24% want an Enterprising Culture, and 16% would choose the Hierarchical Culture.

The vision, market, structure, history, and incentives will heavily influence the type of corporate culture that's most appropriate for a company. For example, a business that manufactures explosive chemicals might benefit from a Dependable Culture, with its processes and predictability, and might suffer from an Enterprising or Social Culture.

Another factor that heavily influences one's ideal culture is the personalities of the employees and leaders. People who consider themselves highly ambitious tend to prefer the Enterprising Culture, while those who believe it's better to be safe than sorry will generally opt for the Dependable Culture.

One of the key lessons we've learned from thousands of organizational culture assessments and employee engagement surveys, is that depending on your unique company and the myriad personalities of your employees, certain cultures will work far better than others.

optional feature: THIS IS THE ONLY EMPLOYEE ENGAGEMENT SURVEY WHERE EVERY EMPLOYEE GETS THEIR OWN PERSONAL REPORT

This may take a minute to absorb because this idea is so revolutionary! In all other employee engagement surveys, employees complete a questionnaire and then just sit there, passively, waiting for their managers to do something. But with Leadership IQ's Employee Engagement Survey, every employee receives a personal 29-page report that details their employee engagement survey results and exactly how they can personally work on their own employee engagement, employee morale and inspiration.

Of course, executives and managers will still work to increase employee morale and engagement, BUT every frontline employee will ALSO get to work on their own employee engagement. Based on the latest science, including from positive psychology, employees will discover how they're performing on 18 Outlooks; the mindsets and behaviors that have been proven to advance psychological wellness, increase happiness, and improve employee engagement and inspiration.

The personal 29-page report delivers a roadmap for improving employee engagement that is unique to every employee! These 18 Outlooks, ranging from Optimism to Resilience to Problem-Solving to Emotional Awareness, have been shown to immediately improve employee engagement, motivation, and emotional wellness. This is literally the first employee engagement survey in the world where every employee gets their own personal report! And where every employee learns how to improve their personal levels of engagement!

optional feature: THIS IS THE ONLY EMPLOYEE ENGAGEMENT SURVEY THAT SHOWS EMPLOYEES HOW TO ENGAGE THEMSELVES

Because every employee gets a 29-page report with a personal roadmap for improving their own morale and engagement, they'll instantly know how to increase their Optimism, Resilience, Problem-Solving, Emotional Awareness, and so much more. They'll understand the science of positive psychology and how it immediately improves employee engagement, motivation, and emotional wellness.

And then, IN ADDITION TO THEIR PERSONAL REPORT, every employee gets access to 18 PSYCHOLOGICAL SKILLS BUILDING COURSES, ranging from 12-26 minutes, covering each of the 18 Outlooks: Optimism, Internal Locus Of Control, Self-Efficacy, Self-Forgiveness, Other-Forgiveness, Emotional Awareness, Resilience, Perseverance, Benefit-Finding, Future Focus, Meaning, Proactivity, Striving, Ambition, Assertiveness, Innovativeness, Problem-Solving, and Learning.

In their personal Self-Engagement Report, every employee will see exactly which of the 18 Outlooks they need to address first in order to improve their own employee engagement. And once they've advanced through their Top 5 areas, they will proceed through the remaining courses.

optional feature: THIS IS THE ONLY EMPLOYEE ENGAGEMENT SURVEY WHERE EMPLOYEES GET PRACTICAL SKILLS TRAINING TO IMPROVE THEIR ENGAGEMENT, HAPPINESS AND INSPIRATION

Every employee receives a personal Employee Engagement Survey report that shows them precisely how they're performing on the 18 Outlooks; the mindsets and behaviors that have been proven to advance psychological wellness, increase happiness, and improve employee engagement levels and inspiration. Employee sentiment isn't enough here, you really need to know the emotional wellness of every employee.

But we don't stop there! There are 18 skills-building courses, ranging from 12-26 minutes, covering each of the 18 Outlooks. Each course delivers hyper-specific techniques and exercises to strengthen each of the 18 Outlooks. These skills-building courses take you step-by-step through the research-backed exercises you need to build up your psychological muscles to increase your Optimism, Resilience, Emotional Awareness, and more. Unlike typical eLearning courses (where people get bored and tune-out), with these 18 courses, your employees will work through research-backed exercises to actually practice and develop the skills they need to increase their employee engagement.

The 18 Outlooks that drive employee engagement can drastically improve how we feel at work and in life. As your employees progress through their skills-building courses, you can expect to see marked improvements in their ability to power through difficult times, find joy in work and life, increase emotional wellness, and achieve career success. And of course, those improvements will also lead to increases in employee engagement, productivity, quality, and more! The 18 Outlooks are Optimism, Internal Locus Of Control, Self-Efficacy, Self-Forgiveness, Other-Forgiveness, Emotional Awareness, Resilience, Perseverance, Benefit-Finding, Future Focus, Meaning, Proactivity, Striving, Ambition, Assertiveness, Innovativeness, Problem-Solving, and Learning.