EMPLOYEE ENGAGEMENT SURVEY: A REVOLUTIONARY APPROACH
In this revolutionary employee engagement survey, employees assess your organization’s culture, leadership, teamwork and more. AND THEN every employee assesses their own mindsets & outlooks and receives their own personal report that shows them how to immediately take control of their own employee engagement, happiness, and inspiration at work! Watch the 2-minute video above to learn about this cutting-edge employee engagement survey!
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OR CONTACT: JILL SUTHERLAND, DIRECTOR OF CLIENT SERVICES, JILL@LEADERSHIPIQ.COM
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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!
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.
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.
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.
THIS IS THE ONLY EMPLOYEE ENGAGEMENT SURVEY THAT IMPROVES EMPLOYEES' MENTAL HEALTH
You can't improve employees' emotional wellbeing and mental health until you help them become more resilient, optimistic, assertive, emotionally-aware and forgiving. And that's why THIS employee engagement survey gives every employee a personal report that shows them how they can master the 18 Outlooks. These are the mindsets and behaviors, based on decades of psychological research, that help people power through difficult times, find joy in work and life, increase emotional wellness, and achieve career success.
These 18 Outlooks have been proven to protect mental health and increase psychological wellness. These 18 outlooks provide a psychological vaccine against anxiety, negativity, isolation and stress. These are factors that would never get assessed in the typical employee satisfaction survey or pulse survey.
And with the eLearning courses that accompany employees' personal report, they'll learn the hyper-practical skills for protecting and improving their mental health. For example, they'll learn 1-Sentence For Improving Personal Control, a 10-Minute Reframing Exercise that teaches people how to look at their situation with more optimism (and less pessimism), a 7-Part Self-Efficacy Exercise that bolsters employees' confidence that they can survive tough times, no matter how stressful and scary, and much more.
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 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.
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 THAT INCREASES EMPLOYEES' OPTIMISM
Employees high in optimism expect that they're going to experience positive and favorable outcomes. But optimism is usually not a passive state; optimists typically expect good things to happen contingent on their active participation. So optimists will actively work to generate well-being for themselves (and often for their friends and colleagues). And from an organizational perspective, do you want optimistic employees or pessimistic ones? Of course, every great workplace culture wants optimistic employees!
Unfortunately, only 13% of people have a high level of optimism, while nearly 33%% of people have low or moderately low optimism. This is critical because highly optimistic people are 103% more inspired to give their best effort at work. So if you want high levels of employee morale, you need highly optimistic employees.
That's why Leadership IQ's Employee Engagement Survey shows employees their current levels of optimism and how to increase it. Research has shown that optimism can help reduce a person's stress and increase longevity which, in turn, often leads to lower levels of worry and anxiety. And not only do people get an optimism score in their personal report, but every employee receives an eLearning course that teaches them specific skills and exercises for immediately increasing their optimism.
THIS IS THE ONLY EMPLOYEE ENGAGEMENT SURVEY THAT SHOWS EMPLOYEES HOW TO TAKE CONTROL OF THEIR OWN CAREERS
Do you want employees who sit around passively, waiting for opportunities to be presented with an engraved invitation? Or do you want self-reliant and proactive employees who actively work to better themselves, improve their career prospects and enhance their job satisfaction? Of course, you want self-reliant and proactive employees!
This concept is called "locus of control" and this is the only employee engagement survey that has ever measure it. People with a high internal locus of control believe that they control their own success or failure; that success or failure is not the result of chance or fate. By contrast, having a low internal locus of control (also known as having an "external" locus of control) would mean that one attributes success or failure to factors outside of their control.
Research has discovered that people with a high internal locus of control are 136% happier with their career. That's why employees' employee engagement report shows them exactly how to increase their internal locus of control. And then, every employee receives an eLearning course that delivers specific exercises to develop an internal locus control and take control of their careers and happiness. It's just a smart business strategy to employ high performers who have control over their careers.
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 on the 18 Outlooks, so they can provide more-targeted leadership to increase their employee engagement by improving their employees' resilience, optimism, and more!
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 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.
THIS IS THE ONLY EMPLOYEE ENGAGEMENT SURVEY WHERE MANAGERS DON'T HAVE TO DO ALL THE WORK
We've all heard that having a great manager drives employee engagement. Or that the human resource department is solely responsible. But new data reveals that's not true! An employees' personal outlooks (like optimism, resilience, proactivity, etc.) can actually matter more than working for a great manager! Or liking your team members!
Leadership IQ's groundbreaking research has discovered that employees' personal outlooks are better predictors of employee engagement levels than traditional employee engagement survey questions. For example, a boss who gives recognition is good, but an employee's OPTIMISM is a better predictor of their engagement level. A boss who considers employees' ideas is good, but having an INTERNAL LOCUS OF CONTROL is a better predictor of employee engagement. Having a trustworthy boss is good, but being RESILIENT is a better predictor of employee engagement. Teamwork is good, but an employee's ASSERTIVENESS is a better predictor of employee engagement.
While we want managers and executives to install action plans to improve employee engagement, they shouldn't be the only ones implementing action planning. And when employees get their own personal report, they'll learn exactly which steps they can take to immediately increase their own motivation. This makes the survey process significantly faster and easier on everyone involved, from leaders to the human resource department.
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 survey pinpoints the precise areas in need of more support and coaching.
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.
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.