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Custom Questions are not rolled up into either the Overall Engagement Score or the Core Factor Scores regardless of when they are run. Custom Question performance can be evaluated in the Analyze section of Engage under both “Questions” and “Surveys.”
Teamwork, it's a fact of life. Your employees likely work as part of an official team or work together with others in a cross-functional manner. No matter how you organize, the group of people employees interact with on a daily basis can have a huge impact on that employee's productivity, creativity, and retention. Healthy team dynamics foster a sense of belonging, safety, and exploration.
Why It's Important
Did you know the best teams not only work well together, but amplify the skills of each individual member? That's right. A great team is more than the sum of its parts. Team Dynamics is all about how individuals understand one another and communicate to perform tasks and achieve their goals. If your employees don't feel safe taking risks, disagreeing, or sharing their strengths and weaknesses, you might be missing out. Similarly, if your teams aren't lead effectively, even the best employee performance can get stifled.
Subfactors of Team Dynamics
Engage examines three subfactors of Team Dynamics with a rotating cast of questions. These subfactors don't just help you understand the drivers behind this Core Factor — they provide scoring and question grouping for easy prioritization and action. Check out your subfactor scores in Deep Dives.
Cohesion and Leadership
High functioning teams not only get along, they're also led strongly and sensitively.
Psychological Safety
Do employees feel supported enough to risk sharing new ideas that could be wrong? Innovation starts with a safe environment to strive, stumble, and try again.
Valued Voice
Employee voices should be valued for both their content and diversity.
Think of Visible Future as the direction and focus of all the positive energy that engaged employees bring to the table - all of that work leads somewhere, right? Hopefully, that somewhere is not only visible but a destination worth the trip. Employees need to know where they're going to sustain hard work, and Visible Future shows them how to get there and what awaits: skill growth, career advancement, and company-wide success to share in.
Why It's Important
According to a SurveyMonkey study of employee engagement, Visible Future is the Core Factor most highly correlated to employee retention. That means, across the board, if employees don't see a future for themselves at your company, they're more likely to jump ship. That visible future isn't limited to promotions either — it's about the journey toward something better for the employee, in the form of skill building and career advancement, and for the organization in the form of company direction. Your employees want to know where the ship is sailing and will determine if they'd like to be on that ship for the long term.
Subfactors of Visible Future
Engage examines three subfactors of Visible Future with a rotating cast of questions. These subfactors don't just help you understand the drivers behind this Core Factor — they provide scoring and question grouping for easy prioritization and action. Check out your subfactor scores in Deep Dives.
Path for Advancement
Like recognition and reward, a clear path for advancement gives employees something to shoot for.
Transparent Leadership
Do your employees hear about company direction and goals straight from leadership? Trust is key in support.
Company Direction
The future is about both the employee and the company. Get on the same page and move forward together.
Employees are, first and foremost, people with needs and concerns that stretch far beyond the office (and often times interact with the office). While you can't expect them to put their life on pause when on the job, you can harness the power of supporting whole-person health. Personal Engagement provides you what that whole-person view of employees and ensures that needs are being met both inside and outside of the work environment. Prepare for more focused, more comfortable employees, who plan on sticking around.
Why It's Important
Engaged employees aren't just allstars at the office - they're unique individuals who have the balance necessary to recharge and find inspiration both at work and outside of it. When we run into engagement or performance problems we tend to focus on workplace solutions: processes and tools. These tools can be great, but they can also stop short of solving the problem at its root — an employee's all around health, happiness, and wholeness. You'll find that examining the personal experience of work not only uncovers opportunities to bolster engagement with family-friendly policies and wellness support, but that creating a culture accepting of diverse individuals improves engagement and belongingness for everyone.
Subfactors of Personal Engagement
Engage examines three subfactors of Personal Engagement with a rotating cast of questions. These subfactors don't just help you understand the drivers behind this Core Factor — they provide scoring and question grouping for easy prioritization and action. Check out your subfactor scores in Deep Dives.
Whole Person
Employees feel safe and able to be themselves at work; they speak their minds, share their lives, and live their values.
Work-Life Balance
A healthy balance of work and rest allows employees to do their best, both at the office and outside of it.
Stress
Stress is a natural part of work. Make sure your employees are shouldering reasonable levels and know how to get help when they need it.
What do you do day in and day out and how do you feel about it? Job satisfaction is all about the health of the relationship between a person and their daily work. It's role definition, skill fit, decision making power, and, of course, reward. It's the difference between “I love what I do” and “Please, Monday, stay away.”
Why It's Important
Job satisfaction fuels the day-to-day business of doing the work, doing it well, and feeling adequately rewarded in terms of both compensation and autonomy. It's the nuts and bolts of engagement because if an employee doesn't like what they do for a living or what they're getting in return, no amount of vacation time or team bonding is going to change that. The good news? Job Satisfaction has the most tangible levers of change of any aspect of engagement, which means once you decide to work on it, next steps are simple to pin down.
Subfactors of Job Satisfaction
Engage examines three subfactors of job satisfaction with a rotating cast of questions. These subfactors don't just help you understand the drivers behind this Core Factor — they provide scoring and question grouping for easy prioritization and action. Check out your subfactor scores in Deep Dives.
Role Fit
The employee's skills and interests and the duties required of the position should be clear and evenly matched.
Autonomy
The level of ownership and independence an employee needs and feels comfortable with in her role.
Recognition
Recognition comes in many forms — from verbal congratulations to compensation to promotions, a job well done deserves a nod.
Engage's Core Factors of engagement form the backbone of your understanding of employee, team, and company needs. These are the essentials — the shared qualities that all workers need in order to do their best no matter the age, culture, or industry they work in. With such a scaffolding, you're provided a firm grasp of foundational needs no matter current trends or customizations of your Engage platform.
The Core Factors of Engagement
These components of engagement begin within the scope of the individual employee, both at work and outside of it, and expand outwards to the team and larger organization, creating a spectrum that maps from personal success to company success. You have a flexible framework not only to measure and understand engagement, but to build a new language within your organization - one that creates human-centered change for powerful, lasting results.
Employee engagement is an ever-evolving entity, one that transforms as we move through time or between generations. What engaged employees ten years ago isn't what engages them today. A step behind this curve can mean the difference between keeping your best employees and watching them leave for greener pastures.
SurveyMonkey Engage helps you stay on top of this changing landscape by consistently adding new questions to pre-defined question sets. Our research team stays on top of the trends and translates them into targeted survey questions that expand the topics you cover with your team. If we find a change in the focus on benefits, purpose, or flextime, you can be sure to see a question set for it soon. You'll never be caught off guard as the tide changes, allowing you to supply your best and brightest with what they want and need, now.
Engage is different from other employee engagement tools that narrow the definition of engagement to job satisfaction or discretionary effort; we take a whole-person perspective that seeks to understand the needs of an employee within the context of work, life, and everything in between. Why? Because engagement is affected by more than what goes on at a desk — and in the 21st Century, employees require more than a paycheck to stay happy and motivated.
Engaged employees are your A-team: they're invested in their work, produce better outcomes, and are less likely to leave for another employer. What's more, Engage's whole-person approach tells us that engaged employees not only do great work - they make their teams better, and that's always a good thing. In short, engaged employees are those that help your business shine.
E1It goes without saying that an all-star employee is an engaged one, but what does that mean? Employee engagement is different for everyone and constantly evolving. SurveyMonkey Engage defines this quality as the health of the relationship between an employee and their workplace.
Most importantly, employee engagement is the sum of its parts:
- It's role fit and job satisfaction.
- It's a manager leading the way.
- It's work-life balance.
- It's the future of your career.
- It's feeling safe to share ideas.
It is all of these things working in concert to create happy, healthy, effective employees.