How engaged is your team?

Quiz Questions

• 1.
  I understand how my role contributes to the mission, goals, and success of my company.

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  • A.
    Strongly Agree
  • B.
    Agree
  • C.
    Disagree
  • D.
    Strongly Disagree
• 2.
  Employee engagement at my company is at its best.

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  • A.
    Strongly Agree
  • B.
    Agree
  • C.
    Disagree
  • D.
    Strongly Disagree
• 3.
  I am given enough freedom to choose how I do my work best.

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  • A.
    Strongly Agree
  • B.
    Agree
  • C.
    Disagree
  • D.
    Strongly Disagree
• 4.
  I can easily find space away from my desk, or workspace, for conversation and collaboration with others.

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  • A.
    Strongly Agree
  • B.
    Agree
  • C.
    Disagree
  • D.
    Strongly Disagree
• 5.
  There is a clear path for me to advance my career within my organization.

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  • A.
    Strongly Agree
  • B.
    Agree
  • C.
    Disagree
  • D.
    Strongly Disagree
• 6.
  My manager and senior leaders care about their employees on a personal level.

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  • A.
    Strongly Agree
  • B.
    Agree
  • C.
    Disagree
  • D.
    Strongly Disagree
• 7.
  My company's values provide a good fit with the things that I consider important in life.

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  • A.
    Strongly Agree
  • B.
    Agree
  • C.
    Disagree
  • D.
    Strongly Disagree
• 8.
  My coworkers are committed to doing quality work.

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  • A.
    Strongly Agree
  • B.
    Agree
  • C.
    Disagree
  • D.
    Strongly Disagree
• 9.
  If I do great work, I know that it will be recognized.

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  • A.
    Strongly Agree
  • B.
    Agree
  • C.
    Disagree
  • D.
    Strongly Disagree
• 10.
  My company regularly offers communication around the goals and strategies set by senior leadership.

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  • A.
    Strongly Agree
  • B.
    Agree
  • C.
    Disagree
  • D.
    Strongly Disagree
• 11.
  My organization offers substantial employee programs to promote health and wellbeing.

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  • A.
    Strongly Agree
  • B.
    Agree
  • C.
    Disagree
  • D.
    Strongly Disagree
• 12.
  I am given resources and opportunities to grow personally and professionally.

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  • A.
    Strongly Agree
  • B.
    Agree
  • C.
    Disagree
  • D.
    Strongly Disagree
• 13.
  People at my company are placed in roles that fit the employee's strengths, skills, and experience.

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  • A.
    Strongly Agree
  • B.
    Agree
  • C.
    Disagree
  • D.
    Strongly Disagree
• 14.
  At work, I have the opportunity to do what I do best everyday.

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  • A.
    Strongly Agree
  • B.
    Agree
  • C.
    Disagree
  • D.
    Strongly Disagree
• 15.
  If you had a magic wand, what are the first FOUR things you would fix at your company

  • A.
    More learning and development opportunities.
  • B.
    Stronger leadership training
  • C.
    Improved onboarding process
  • D.
    Aligning the right people for the right roles
  • E.
    Holding people accountable to company values
  • F.
    Making core values feel relevant
  • G.
    Measuring engagement in a meaningful way
  • H.
    Creating health and wellness programs
  • I.
    Improved workspaces
  • J.
    Growing employee connectedness
  • K.
    Solidifying external brand messaging
  • L.
    Improving communication across all levels

Quiz Outcomes

• 1.
  Your Status: Toxic Workplace

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  1. Toxic | 2. Strained | 3. Noteworthy | 4. Paramount Uh-Oh…Time to course correct. You may be struggling with recruitment, retention, productivity, and profitability. You may need to make some drastic changes to turn this ship back around. Start with these quick tips and let us know how we can support you more with a personal email or phone call to John, our director of employee engagement services. 1. Reflect on your current structure. Do you have the right people in the right roles? Strategically aligning individuals with organizational needs and individual strengths is of utmost importance in every business. Let us know what you're facing for a few more tips tailored to your needs. 2. Get clear on expectations and align those to your values. Reach out to find out more about our onboarding and integration program that identifies key expectations within the organization while equipping new hires for success. 3. Use our proprietary formula for understanding organizational health to identify strengths, weaknesses and barriers paired with a clearly written strategic plan. Contact us to learn more or see a sample. 4. Make relationships in your organizaton a priority. What is a company without its people? Ask us about our e-course on recognition.
• 2.
  Your Status: Strained

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  1. Toxic | 2. Strained | 3. Noteworthy | 4. Paramount Proceed with caution. A healthy culture is the key to focused and sustainable business growth. Take time to evaluate where you are and where you want to be. Get employees involved in identifying who you want to be and how you want to work. Take a look to the quick tips below to see where to get started. Align your employees' behavior to your values. Don't have meaningful values? Work with our team to strategically align front line employees and senior leaders with organization values and clear action statements. Identify clear expectations for each team within your organization and communicate them to all. If you need help, let us know and we'll come in and help you build consensus around expectations, document them and provide tools to help support and hold individuals and teams accountable. Self-assess. Take time to understand where you are at and what barriers you may be facing. Boost your performance with our formula to measure organizational health paired with written strategic plan. Take time to listen to your employees. What do they need, expect, and want? Reach out to us for a list of research-based and great-workplace-tested questions to get the right information from your team.
• 3.
  Your Status: Noteworthy

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  1. Toxic | 2. Strained | 3. Noteworthy | 4. Paramount Nicely done! You are on your way to becoming a world class culture, but there is room for improvement. You've built momentum and things are on a good path. Take a peek at the quick tips below to see how you can keep growing your people and your culture. 1. Make engagement a priority and build a clearly written strategic plan with goals and tactics on a timeline. Not sure how? Ask our team of experts. 2. Ask your employees about their engagement. Measure engagement monthly through regular surveys or focus groups and plan action based on results. Our team has extensive research and testing on many top platforms. Reach out for more insight into what we'd recommend for your workplace. 3. Identify where you are and where you want to be. Are their gaps? Leverage our services to fill them in by performing an organizational health audit based on our proprietary formula for engagement. 4. Identify your champions and schedule time to regularly mobilize them for action based on regularly gathered engagement data. Utilize this group to lead your culture evolution.
• 4.
  Your Status: Paramount

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  1. Toxic | 2. Strained | 3. Noteworthy | 4. Paramount WOW! Stellar work! Your world class culture is inspiring big ideas, driving commitment, and engaging employees. Your recruitment and retention of employees is probably quite impressive, huh? Now the biggest challenge you face: sustainability and scalability. Pay extra attention to those key business strategies that directly drive engagement to sustain excellence. Continue to implement and adapt to maintain your incredible culture by following the tips. 1. Evaluate what the most important elements of your culture (how you work) really are and make a plan to sustain them. Not sure what to evaluate? Give us a call. 2. Clearly document your core values and 3-5 action statements that describe them. Ask us for guidance in a strategic workshop to align front line employees and senior leaders around organizational expectations of your values. We promise you'll always walk away with a clearly written document and action statements to anchor your expectations against. 3. Define and measure engagement levels monthly to gain insight into your employee's experience. Ask us for our research on top engagement tools to find out which tool will work best in your workplace. 4. Incorporate a review of your employee engagement strategy into your organizational cadence to make it sustainable. Not sure yours is scaleable? Contact us.