GETTING STARTED

The Empuls Guide to Action for Relationships and Culture offers well laid out suggestions based on the engagement question scores. This guide will help HR and managers act on employee feedback about your Relationships and Culture  effectively. You will now be able to effectively take action, since these results help with:

1. Identifying focus areas in Relationships and Culture efforts that are most impactful.
2. Narrow down on the onward action to improve these focus areas.
3. Identify various means - through industry best practices to pursue solving the top focus issues.
4. Independently take action using the Empuls engagement platform to improve the Relationships and Culture .
5. Actively receive feedback from the team after every action.

CHOOSING A FOCUS AREA

Once the engagement survey results are in, the most important step is to select one or many focus areas in Hygiene Factors. For this, begin from selecting ‘Relationships and Culture’ from the drop down in Questionnaire tab to view the question scores. Key observations to be made:

QUESTION SCORE

Overall Score

Lower the score, the more critical the focus area

Score Variation

A negative score variation indicates a focus area.

A positive (while actioning upon focus areas) or a zero (for a non-focus area) score variation is ideal.

SELECTING THE FOCUS AREAS

The dash board visually indicates the focus areas with lower scores.

For example, in the below report snapshot, ‘Team Relationships’ and ‘Managerial Relationships’ within Relationships and Culture needs to be the focus area.

Note: 

Remember that focus areas could either indicate a structural issue - like a new manager, new group of team members, change in policy or an internal promotion or a functional issue - projects, new processes, task reallocations, or change in workflows. Understanding the root cause helps prioritize focus areas, if there are many present.

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DIAGNOSING RELATIONSHIP  & CULTURE

Building meaningful relationships and healthy work culture is essential to managing the employee experience and engaging them. The ‘Relationship & Culture’ over arching dimension helps derive key insights on peer-to-peer relationships, superior-subordinate hierarchies, and cultural dynamics.

The relationship and culture factors are important determinants of the way the employee perceives their office relationships and the organisation’s core values and culture.

The relationship and culture engagement dimension has the following sub-dimensions:

1. Team relationships
2. Managerial relationships
3. Physical safety
4. Values
5. Culture

TEAM RELATIONSHIPS

The ‘team relationships’ sub-dimension measures how satisfied the employees are with the team they belong to . A higher score in this dimension indicates that the employee feels great about their team in a way that they offer the support he/she needs and lower scores might indicate a lower level of satisfaction with the team.

Team relationships score: 1 to <3

‘NEEDS ATTENTION’

If the total score for the Team relationships dimension is from 1 to less than 3 for an organisation or a department, there is considerable work that needs to be done towards improving the Team relationships perceptions of the employees. It is highly probable that almost all the engagement questions too would be in the red zone. Drill down to the engagement questions to understand the issues further.

Team relationships Score: 3 to <4

‘GOOD’

If the total score for the ‘Team relationships’ dimension is from 3 to less than 4 for an organisation or a department, it means that many of the ‘Team relationships’ efforts are paying off. A few of  the engagement questions might need attention and drill down to understand how you fare in these dimensions.  

Team relationships Score: 4 to 5

‘EXCELLENT’

If the total score for the ‘Team relationships’ dimension is from 4 to 5 for an organisation or a department, it means that the efforts to facilitate Team relationships are faring exceptionally well. You can further fine tune these results by evaluating the available second level data. (please note: you will have fewer drill down options since many seem to have chosen ‘5’ for Team relationships. engagement questions will be collected only when the employee scores less than a ‘5’).

COMMITTED TEAM

The second level ‘committed team’ dimension measures how the employee believes his/her team is committed to do quality work always.

Committed team score: 1 to <3

‘NEEDS ATTENTION’

If the total score for the ‘Technology and tools’ dimension is from 1 to less than 3 for an organisation or a department, then there is considerable work that needs to be done towards improving team commitment in the organisation

-Recommendations to improve committed team score~

1.  Ensure team members feel valued through a structure career development plan and appreciations
2.  Volunteered involvement works best for better team commitment rather than forced participation in a project.
3. Build clarity around roles and responsibilities
4. Foster a sense of trust with accountability
5. Stretch your team to make sure your team members are challenged enough and that they aren’t bored.  

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Committed team Score:  3 to <4

‘GOOD’

If the total score for the ‘Alignment to competency level’ dimension is from 3 to less than 4 for an organisation or a department, it means that many of the employer's efforts towards improving team commitment in the organisation..

-Recommendations to improve committed team score -

1. Give team members permission to fail during their attempts to innovate
2. Explore the worst-case scenarios of any new projects or initiatives and prepare for it
3. Encourage employees to be creative and contribute with novel ideas
4. Give praise where praise is due to teamwork done well
5.  Promote group identity

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Committed team Score:  4 to 5

‘EXCELLENT’

If the total score for the ‘Technology and tools’ engagement question is from 4 to 5 for an organisation or a department, it means that the current efforts towards improving the team commitment in the organisation. If the Score is a perfect 5, and if it seems doubtful , do check for the number of responses received - a higher response rate gives better confidence.

RELEVANT COMPETENCIES (KSA)

The second level ‘relevant competencies’ dimension measures how the employee believes his/her team  members have the right knowledge and skills to complete team deliverables.

Relevant competencies score: 1 to <3

‘NEEDS ATTENTION’

If the total score for the ‘relevant competencies’ dimension is from 1 to less than 3 for an organisation or a department, then there is considerable work that needs to be done towards improving relevant competencies of the employee.

-Recommendations to improve relevant competencies score~

1. Conduct regular coaching sessions by providing constructive feedback and assistance to improve current ones.
2. Provide employee resources in a number of forms, such as learning seminars, e-learning programs, manuals, books or articles.
3. Create a development plan by sitting down with the employee and discussing individual interests and career goals.
4. Set specific quantitative metrics to help an employee understand where they need to be or what they can realistically achieve.
5. Provide Opportunities Outside of Job Function

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relevant competencies Score:  3 to <4

‘GOOD’

If the total score for the ‘Alignment to competency level’ dimension is from 3 to less than 4 for an organisation or a department, it means that many of the employer's efforts towards improving relevant competencies of the employee are paying off.

-Recommendations to improve relevant competencies score -

1. Feedback should also be delivered regularly and tied to data or examples such as the performance metrics or the individual development plan.
2. Remove barriers such as rigid organizational structure and processes, which can make it challenging to implement some cross-functional development
3. Help employees access additional contacts that can help them grow.
4. Consider having an employee is an investment and to get the most out of employees requires making further investments along the way. 
5. An employee will see the value of the development process when they see their current leadership continue to develop personally and professionally.

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Relevant competencies Score:  4 to 5

‘EXCELLENT’

If the total score for the ‘relevant competencies’ engagement question is from 4 to 5 for an organisation or a department, it means that the current efforts towards improving relevant competencies at the disposal of the employee are faring exceptionally well. If the Score is a perfect 5, and if it seems doubtful , do check for the number of responses received - a higher response rate gives better confidence.

TEAM COMMUNICATION

The second level ‘team communication’ dimension measures how the employee feels about  communicating freely with his/her team.

Team communication score: 1 to <3

‘NEEDS ATTENTION’

If the total score for the ‘Team communication’ dimension is from 1 to less than 3 for an organisation or a department, then there is considerable work that needs to be done towards improving team communication.

-Recommendations to improve Team communication score~

1. Have An Open-Door Policy to build Trust.
2. Be Open to Reciprocal Feedback from team members
3. Be Clear about Tasks So Everyone Knows Their Responsibility
4. Do Fun Stuff together To Boost team Morale
5. Communications Training Will Reset Your Team and the way they leverage communication
6. Decide What Form of Communication Works Best for each task scenario
7. Utilize Project Management Software For More Transparency

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Team communication Score:  3 to <4

‘GOOD’

If the total score for the ‘Alignment to competency level’ dimension is from 3 to less than 4 for an organisation or a department, it means that many of the employer's efforts towards improving Team communication are paying off.

-Recommendations to improve Team communication score -

1. Identify Group thought Leaders and Support Them to lead efficiently
2. Understand Diversity Issues to understand communication gaps
3. Point Out Individual Strengths And Use Them Well
4. Be open and honest with your team members
5. Take Advantage of Mobile technologies to encourage remote members to communicate
6.  Make an anonymous survey to understand issues in detail

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Team communication Score:  4 to 5

‘EXCELLENT’

If the total score for the ‘Team communication’ engagement question is from 4 to 5 for an organisation or a department, it means that the current efforts towards improving Team communication are faring exceptionally well. If the Score is a perfect 5, and if it seems doubtful , do check for the number of responses received - a higher response rate gives better confidence.

TEAM COLLABORATION

The second level ‘team collaboration’ dimension measures how the employee feels about  the extent to which his/her team members collaborate with each other to get tasks done.

Team collaboration score: 1 to <3

‘NEEDS ATTENTION’

If the total score for the ‘Team collaboration’ dimension is from 1 to less than 3 for an organisation or a department, then there is considerable work that needs to be done towards improving Team collaboration.

-Recommendations to improve Team collaboration score~

1. Share the company's mission over and over again.
2. Communicate your expectation for collaboration.
3. Define and communicate your team's goals.
4. Highlight individuals' strengths.
5. Promote and define a community working environment.
6. Foster honest and open communication.

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Team collaboration Score:  3 to <4

‘GOOD’

If the total score for the ‘Alignment to competency level’ dimension is from 3 to less than 4 for an organisation or a department, it means that many of the employer's efforts towards improving Team collaboration are paying off.

-Recommendations to improve Team collaboration score -

1. Encourage creativity of team members
2. Share knowledge, insight, and resources over collaboration platforms.
3. Encourage managers to take every opportunity to collaborate with team members
4. Get out of the office to improve team bonding
5. Invest in collaboration tools and train the team on them.
6. Celebrate and reward successful teamwork.

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Team collaboration Score:  4 to 5

‘EXCELLENT’

If the total score for the ‘Team collaboration’ engagement question is from 4 to 5 for an organisation or a department, it means that the current efforts towards improving Team collaboration are faring exceptionally well. If the Score is a perfect 5, and if it seems doubtful , do check for the number of responses received - a higher response rate gives better confidence.

MANAGERIAL RELATIONSHIPS

The sub-dimension ‘managerial relationships’ measures how satisfied the employees are with the team manager. A higher score in this dimension indicates that the employee feels great about their manager in a way that the manager offers the support he/she needs and lower scores might indicate a lower level of satisfaction with the manager.

Managerial relationships score: 1 to <3

‘NEEDS ATTENTION’

If the total score for the Managerial relationships dimension is from 1 to less than 3 for an organisation or a department, there is considerable work that needs to be done towards improving the Managerial relationships perceptions of the employees. It is highly probable that almost all the engagement questions too would be in the red zone. Drill down to the engagement questions to understand the issues further.

Managerial relationships Score: 3 to <4

‘GOOD’

If the total score for the ‘Managerial relationships’ dimension is from 3 to less than 4 for an organisation or a department, it means that many of the ‘Managerial relationships’ efforts are paying off. A few of  the engagement questions might need attention and drill down to understand how you fare in these dimensions.  

Managerial relationships Score: 4 to 5

‘EXCELLENT’

If the total score for the ‘Managerial relationships’ dimension is from 4 to 5 for an organisation or a department, it means that the efforts to provide Managerial relationships are faring exceptionally well. You can further fine tune these results by evaluating the available second level data. (please note: you will have fewer drill down options since many seem to have chosen ‘5’ for Managerial relationships engagement questions will be collected only when the employee scores less than a ‘5’).

SUPPORTIVE MANAGER

The second level  dimension, ‘supportive manager’ measures how the employee feels about  the extent to which his/her manager is supportive with helping him/her in career growth.

Supportive manager score: 1 to <3

‘NEEDS ATTENTION’

If the total score for the ‘Supportive manager’ dimension is from 1 to less than 3 for an organisation or a department, then there is considerable work that needs to be done towards improving manager support of the employee.

-Improving Manager Support score~

1. Make it critical managers to be honest and ethical during conversations, commitments and issue resolutions
2. Identify ways to capture office negativity and quickly resolve it
3. Prevent managers from micro management and allow employees to do their job independently
4. Train managers on how to map skills and delegate work 

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Supportive manager Score:  3 to <4

‘GOOD’

If the total score for the ‘Alignment to competency level’ dimension is from 3 to less than 4 for an organisation or a department, it means that many of the employer's efforts towards improving manager support of the employee are paying off.

-Recommendations to improve Supportive manager score -

1. Introduce employee rewards and recognition programs
2. Offer feedback to employees frequently
3. Introduce manager feedback mechanisms like skip level meetings
4. Encourage the managers to stay upbeat, positive and motivated despite the challenges
5. Introduce leadership development and training programs for managers

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Supportive manager Score:  4 to 5

‘EXCELLENT’

If the total score for the ‘Supportive manager’ engagement question is from 4 to 5 for an organisation or a department, it means that the current efforts towards improving manager support of the employee are faring exceptionally well. If the Score is a perfect 5, and if it seems doubtful , do check for the number of responses received - a higher response rate gives better confidence.

COACHING & MENTORING

The second level  dimension, ‘coaching and mentoring’ measures how the employee feels about  the extent to which his/her manager coaches  and mentors him/her in order to help achieve professional goals.

Coaching and Mentoring score: 1 to <3

‘NEEDS ATTENTION’

If the total score for the ‘Coaching and Mentoring’ dimension is from 1 to less than 3 for an organisation or a department, then there is considerable work that needs to be done towards improving Coaching and Mentoring of the employee.

-Recommendations to improve Coaching and Mentoring score~

1. Know Your Employees
2. Foster Transparency
3. Collaboration is Key
4. Create Clear Objectives and Goals
5. Celebrate Successes

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Coaching and Mentoring Score:  3 to <4

‘GOOD’

If the total score for the ‘Alignment to competency level’ dimension is from 3 to less than 4 for an organisation or a department, it means that many of the employer's efforts towards improving Coaching and Mentoring of the employee are paying off.

-Recommendations to improve Coaching and Mentoring score -

1. Build Mutual Trust
2. Pave the Way for Success
3. Be Forthcoming with your Feedback
4. Accept Feedback
5. Manage Inter-Team Disputes

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Coaching and Mentoring Score:  4 to 5

‘EXCELLENT’

If the total score for the ‘Coaching and Mentoring’ engagement question is from 4 to 5 for an organisation or a department, it means that the current efforts towards improving Coaching and Mentoring of the employee are faring exceptionally well. If the Score is a perfect 5, and if it seems doubtful , do check for the number of responses received - a higher response rate gives better confidence.

TAKING EMPLOYEE OPINIONS SERIOUSLY

The second level  dimension, ‘taking opinions seriously’ measures how the employee feels about how his/her manager values their opinions and suggestions.

Value for employee opinion score: 1 to <3

‘NEEDS ATTENTION’

If the total score for the ‘Value for employee opinion’ dimension is from 1 to less than 3 for an organisation or a department, then there is considerable work that needs to be done towards improving how the employee opinion is valued.

-Recommendations to improve Value for employee opinion score~

1. Conduct frequent one on one discussions with employees
2. Start periodic Employee engagement surveys
3. Take a new-joinee feedback survey for training and induction
4. Conduct Pulse surveys

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Value for employee opinion Score:  3 to <4

‘GOOD’

If the total score for the ‘Alignment to competency level’ dimension is from 3 to less than 4 for an organisation or a department, it means that many of the employer's efforts towards improving how the employee opinion is valued.

-Recommendations to improve Value for employee opinion score -

1. Conduct Stay interviews from your performers and long service employees
2. Open review options for employees to give employer review online
3. Help managers conduct meaningful team meetings with employees
4. Have an employee suggestion box and a periodic report of the inputs received and suggestions implemented.

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Value for employee opinion Score:  4 to 5

‘EXCELLENT’

If the total score for the ‘Value for employee opinion’ engagement question is from 4 to 5 for an organisation or a department, it means that the current efforts towards improving how employee opinion is valued are faring exceptionally well. If the Score is a perfect 5, and if it seems doubtful , do check for the number of responses received - a higher response rate gives better confidence.

OBJECTIVE DECISIONS

The second level  dimension, ‘objective decision’ measures how the employee feels about the ability of his/her manager to take objective decisions.

Objective decision score: 1 to <3

‘NEEDS ATTENTION’

If the total score for the ‘Objective decision’ dimension is from 1 to less than 3 for an organisation or a department, then there is considerable work that needs to be done towards improving objective decision capabilities of the manager.

-Recommendations to improve Objective decision score~

1. Encourage managers to break decisions into smaller parts and then proceed
2. Mitigate bias with the right set of inputs
3. Greater transparency helps in making the right decisions
4. Feedback loops should be utilized to improve future decision-making and inform others
5. Get multiple expert opinions for decision process

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Objective decision Score:  3 to <4

‘GOOD’

If the total score for the ‘Alignment to competency level’ dimension is from 3 to less than 4 for an organisation or a department, it means that many of the employer's efforts towards improving objective decision capabilities of the manager are paying off.

-Recommendations to improve Objective decision score -

1. Form the right set of decision making committee to complete decisions
2. Take into account multi factors that mitigate against good decision-making.
3. Not all systems are amenable to objective decisions
4. What if? Working backwards from a range of solutions
5. Apply the weighted decision matrix

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Objective decision Score:  4 to 5

‘EXCELLENT’

If the total score for the ‘Objective decision’ engagement question is from 4 to 5 for an organisation or a department, it means that the current efforts towards improving objective decision capabilities of the managers are faring exceptionally well. If the Score is a perfect 5, and if it seems doubtful , do check for the number of responses received - a higher response rate gives better confidence.

AUTONOMY

The second level  dimension, ‘autonomy’ measures how the employee feels about the level of autonomy his/her manager offers, in order to take the right decisions

Autonomy score: 1 to <3

‘NEEDS ATTENTION’

If the total score for the ‘Autonomy’ dimension is from 1 to less than 3 for an organisation or a department, then there is considerable work that needs to be done towards improving Autonomy at the disposal of the employee.

-Recommendations to improve Autonomy score~

1. Communicate your mission and vision to employees early and often, and ask for their continual input.
2. Involve employees in goal setting and planning activities — Seek out their ideas, knowledge, and insights. 
3. Make it absolutely certain that employees understand why a task needs to be completed 
4. Whenever possible, let your employees decide how to achieve the task you’ve assigned.
5. Delegate authority, not just work — give employees a leadership role in some of the meetings.

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Autonomy Score:  3 to <4

‘GOOD’

If the total score for the ‘Alignment to competency level’ dimension is from 3 to less than 4 for an organisation or a department, it means that many of the employer's efforts towards improving Autonomy at the disposal of the employee are paying off.

-Recommendations to improve Autonomy score -

1. Encourage employees to solve their own problems - listen, but probe them to figure the answer
2. Hold employees accountable for the decisions they take
3. Regardless of the results, let them know how they’re doing by providing them constructive feedback.
4. Appreciate employee on-the-spot for stepping up to take extra responsibility.

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Autonomy Score:  4 to 5

‘EXCELLENT’

If the total score for the ‘Autonomy’ engagement question is from 4 to 5 for an organisation or a department, it means that the current efforts towards improving Autonomy at the disposal of the employee are faring exceptionally well. If the Score is a perfect 5, and if it seems doubtful , do check for the number of responses received - a higher response rate gives better confidence.

VALUES

The sub-dimension ‘values’ measures how satisfied the employees are with the values of the organisation. A higher score in this dimension indicates that the employee feels great pride in the values the organization  promotes and lower scores might indicate a lower level of pride with the values of the organisation.

ETHICS

The second level  dimension, ‘ethics’ measures how the employee feels about  the extent to which the organization is committed  to follow high ethical standards at all times.

Ethics score: 1 to <3

‘NEEDS ATTENTION’

If the total score for the ‘Ethics’ dimension is from 1 to less than 3 for an organisation or a department, then there is considerable work that needs to be done towards improving adherence to being ethical.

-Recommendations to improve Ethics score~

1. Create an ethical code or a code of practice for all employees

2. Engage with your employees and customers to develop an ethical code that take them into consideration

3. Reinforce the benefits of the code to all employees

4. Encourage managers and leaders to be good role models for the ethical code

5. Train your employees in the ethical code of conduct

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Ethics Score:  3 to <4

‘GOOD’

If the total score for the ‘Alignment to competency level’ dimension is from 3 to less than 4 for an organisation or a department, it means that many of the employer's efforts towards improving adherence to being ethical are paying off.

-Recommendations to improve Ethics score -

1.  Identify and promote employees who exhibit ethical behaviour
2. Reward ethical behaviour of your employees
3. Document and learn from the ethically wrong situations of the past
4. Create a proper mechanism to report unethical behaviour
5. Take inputs and cues from customers and society to guide the ethical code.

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Ethics Score:  4 to 5

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‘EXCELLENT’

If the total score for the ‘Ethics’ engagement question is from 4 to 5 for an organisation or a department, it means that the current efforts towards improving adherence to being ethical are faring exceptionally well. If the Score is a perfect 5, and if it seems doubtful , do check for the number of responses received - a higher response rate gives better confidence.

TRANSPARENCY

The second level  dimension, ‘transparency’ measures how the employee feels about  the extent to which the organization maintains transparency in all processes, ensuring constant communication across all stakeholders.

Transparency score: 1 to <3

‘NEEDS ATTENTION’

If the total score for the ‘Transparency’ dimension is from 1 to less than 3 for an organisation or a department, then there is considerable work that needs to be done towards improving Transparency of the organisation.

-Recommendations to improve Transparency score~

1. Make the hiring process transparent
2. Give employees access to information and context of every organisational decision
3. Make face-to-face interactions a priority.
4. Hold “ask me anything” sessions or town halls.
5. Act on feedback or inform employees on what feedback can be or cannot be made-  and why

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Transparency Score:  3 to <4

‘GOOD’

If the total score for the ‘Alignment to competency level’ dimension is from 3 to less than 4 for an organisation or a department, it means that many of the employer's efforts towards improving Transparency of the organisation.

-Recommendations to improve Transparency score -

1.  Encourage ownership while assigning or delegating responsibilities
2. Share the ups and downs (both bad and good news) equally of the organisation
3. Eliminate red-tapism that restricts information availability
4. Address and resolve workplace conflicts sooner than later and make tough decisions.
5. Treat the team members with absolute respect irrespective of their position

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Transparency Score:  4 to 5

‘EXCELLENT’

If the total score for the ‘Transparency’ engagement question is from 4 to 5 for an organisation or a department, it means that the current efforts towards improving Transparency of the organisation are faring exceptionally well. If the Score is a perfect 5, and if it seems doubtful , do check for the number of responses received - a higher response rate gives better confidence.

TRUST 

The second level  dimension, ‘trust’ measures how the employee feels about  the extent to which the organization maintains an environment of trust in its workplace.

Trust score: 1 to <3

‘NEEDS ATTENTION’

If the total score for the ‘Trust’ dimension is from 1 to less than 3 for an organisation or a department, then there is considerable work that needs to be done towards improving Trust in the organisation.

-Recommendations to improve Trust score~

1. Providing complete transparency to employees by giving them as much information as possible, good or bad 

2. Follow through your commitment to demonstrate dependability

3. Practise every word you want the employees to follow

4. Actively listen to the Employees to make them feel that they have some control over their work environment.

5. Be respectful and treat your employees as you would want to be treated.

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Trust Score:  3 to <4

‘GOOD’

If the total score for the ‘Alignment to competency level’ dimension is from 3 to less than 4 for an organisation or a department, it means that many of the employer's efforts towards improving Trust in the organisation.

-Recommendations to improve Trust score -

1. Take accountability of failures and mistakes that your team might end up making
2. Be mindful about your team to understand subtle nuances of them as individuals and as a group
3. Give employees credit to their successes and attempts to innovate can go a long way in building a trusting relationship.
4. Coach and mentor employees to improve, don’t demand.
5.  Learning to let down your guard makes you more relatable, personable, respected, and trusted.

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Trust Score:  4 to 5

‘EXCELLENT’

If the total score for the ‘Trust’ engagement question is from 4 to 5 for an organisation or a department, it means that the current efforts towards improving Trust in the organisation. If the Score is a perfect 5, and if it seems doubtful , do check for the number of responses received - a higher response rate gives better confidence.

EQUITY

The second level  dimension, ‘equity’ measures how the employee feels about  the extent to which the organization is committed to equity for all their employees.

Equity score: 1 to <3

‘NEEDS ATTENTION’

If the total score for the ‘Equity’ dimension is from 1 to less than 3 for an organisation or a department, then there is considerable work that needs to be done towards improving Equity in the organisation..

-Recommendations to improve Equity score~

1. Challenge the preconceived norms of which team member is best at what

2. Speak up for equality continuously

3. Understand if there are any cultural differences in handling performance and development of team members from different cultures.

4. Provide employees clear road maps to success - allow discussions and debates on it.

5. Build common interest based communities and encourage participation in such events

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Equity Score:  3 to <4

‘GOOD’

If the total score for the ‘Alignment to competency level’ dimension is from 3 to less than 4 for an organisation or a department, it means that many of the employer's efforts towards improving Equity in the organisation are faring well.

-Recommendations to improve Equity score -

1. Clearly state how conductive behavior has a an equal weightage to performance
2. Focus even on moderate performance and help them accelerate themselves to become better
3. Build cross departmental teams for training and development needs
4. Focus on creating work environments that employees fare their best rather than force-fitting them.

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Equity Score:  4 to 5

‘EXCELLENT’

If the total score for the ‘Equity’ engagement question is from 4 to 5 for an organisation or a department, it means that the current efforts towards improving Equity in the organisation are faring exceptionally well. If the Score is a perfect 5, and if it seems doubtful , do check for the number of responses received - a higher response rate gives better confidence.

BELONGINGNESS

The second level  dimension, ‘belongingness’ measures the sense of belongingness the employee feels with the organization

Belongingness score: 1 to <3

‘NEEDS ATTENTION’

If the total score for the ‘Belongingness’ dimension is from 1 to less than 3 for an organisation or a department, then there is considerable work that needs to be done towards improving Belongingness of the organisation.

-Recommendations to improve Belongingness score~

1. Show employees that their work has meaning and how
2. Set team goals- to help team members build each other up and support one another
3. Recognize results- both individual and group achievements
4. Solicit input from team members during each significant team decision
5. Encourage camaraderie at work with team outings and dinner

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Belongingness Score:  3 to <4

‘GOOD’

If the total score for the ‘Alignment to competency level’ dimension is from 3 to less than 4 for an organisation or a department, it means that many of the employer's efforts towards improving Belongingness of the organisation are paying off.

-Recommendations to improve Belongingness score -

1. Celebrate successes together as a team
2. Be open about belongingness and encourage discussions to reduce interpersonal barriers
3. Establish a shared vision at the team level
4. Measure and analyse (through surveys) on the perceptions of team members on belongingness
5. Foster better social bonds to structure of task forces and offices layouts
6. Establish  formal or informal mentoring initiatives

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Belongingness Score:  4 to 5

‘EXCELLENT’

If the total score for the ‘Belongingness’ engagement question is from 4 to 5 for an organisation or a department, it means that the current efforts towards improving Belongingness of the organisation are faring exceptionally well. If the Score is a perfect 5, and if it seems doubtful , do check for the number of responses received - a higher response rate gives better confidence.

CARING

The second level  dimension, ‘caring’ measures how the employee feels about  the extent to which the organization cares about him/her as a person.

Caring score: 1 to <3

‘NEEDS ATTENTION’

If the total score for the ‘Caring’ dimension is from 1 to less than 3 for an organisation or a department, then there is considerable work that needs to be done towards improving the image of organisation as being caring..

-Recommendations to improve Caring score~

1. Go above and beyond to personally help them. 
2. Relate to employees and connect with them with equity
3. Show you care about their personal life by enquiring and genuinely being concerned
4. Conduct events that encourage participation from employee families. 
5. Back team members up when a client has clearly taken a wrong stand. 

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Caring Score:  3 to <4

‘GOOD’

If the total score for the ‘Alignment to competency level’ dimension is from 3 to less than 4 for an organisation or a department, it means that many of the employer's efforts towards improving the image of organisation as being caring are paying off.

-Recommendations to improve Caring score -

1. Being creative with employee perks can go a long way.
2. Be real and transparent with the employees 
3. Make time for one on one discussions with each of the them
4. A quick email to your team after a win or a note of encouragement during a big sale can go a long way
5. Create opportunities for new experiences by paying attention to employee interest in different aspects of the business.

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Caring Score:  4 to 5

‘EXCELLENT’

If the total score for the ‘Caring’ engagement question is from 4 to 5 for an organisation or a department, it means that the current efforts towards improving the image of organisation as being caring are faring exceptionally well. If the Score is a perfect 5, and if it seems doubtful , do check for the number of responses received - a higher response rate gives better confidence.

CULTURE

The sub-dimension ‘culture’ measures how satisfied the employees are with the culture of the organisation. A higher score in this dimension indicates that the employee feels great pride in the culture of the organization and lower scores might indicate a lower level of pride with the culture of the organisation.

COLLABORATION

The second level  dimension, ‘collaboration’ measures how the employee feels about  the extent to which the employee and his/her peers can collaborate effectively within the organization across all levels.

Collaboration score: 1 to <3

‘NEEDS ATTENTION’

If the total score for the ‘Collaboration’ dimension is from 1 to less than 3 for an organisation or a department, then there is considerable work that needs to be done towards improving Collaboration capabilities at the disposal of the employee.

-Recommendations to improve Collaboration score~

Lead from the front

Encourage personal accountability

 Create a culture of mutual trust and respect

 Align employee and management with core values and goals

 Empower managers

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Collaboration Score:  3 to <4

‘GOOD’

If the total score for the ‘Collaboration’ dimension is from 3 to less than 4 for an organisation or a department, it means that many of the employer's efforts towards improving Collaboration capabilities at the disposal of the employee are paying off.

-Recommendations to improve Collaboration score -

1. Empower employees
2. Embrace technology for collaboration
3. Keep hierarchical inhibition to access  knowledge and resources to a minimum
4. Pool and share all stakeholder knowledge
5. Identify barriers to collaboration and work toward solving them

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Collaboration Score:  4 to 5

‘EXCELLENT’

If the total score for the ‘Collaboration’ engagement question is from 4 to 5 for an organisation or a department, it means that the current efforts towards improving Collaboration capabilities at the disposal of the employee are faring exceptionally well. If the Score is a perfect 5, and if it seems doubtful , do check for the number of responses received - a higher response rate gives better confidence.

ATTITUDE TOWARDS FAILURE

The second level  dimension, ‘attitude towards failure’ measures how the employee feels about how well the way failures are treated in the organization as learning opportunities.

Attitude towards failure score: 1 to <3

‘NEEDS ATTENTION’

If the total score for the ‘Attitude towards failure’ dimension is from 1 to less than 3 for an organisation or a department, then there is considerable work that needs to be done towards improving the attitude towards failure of the organisation.

-Recommendations to improve Attitude towards failure score~

1. Embrace the team/ team member demotivation at the face of a failure
2. Recognize unhealthy attempts to use failure narratives for further demotivation and discourage them
3. Retrospect the reasons of why the failure occurred with objective facts
4. Acknowledge what were the rational reasons of failure
5. Document the learning from failures and quickly restart the next attempt

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Attitude towards failure Score:  3 to <4

‘GOOD’

If the total score for the ‘Alignment to competency level’ dimension is from 3 to less than 4 for an organisation or a department, it means that many of the employer's efforts towards improving the attitude towards failure of the organisation are paying off.

-Recommendations to improve Attitude towards failure score -

1. Accept the responsibility of the team/ team member failure and prevent any repercussions to team members
2. Reevaluate industry best practices and processes that might help with understanding the failure better
3. Offer complete emotional support for team members
4. Be at the forefront and convince the management the importance of failures
5. Reevaluate the project strategy to test the next approach to the solution

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Attitude towards failure Score:  4 to 5

‘EXCELLENT’

If the total score for the ‘Attitude towards failure’ engagement question is from 4 to 5 for an organisation or a department, it means that the current efforts towards improving attitude towards failure of the organisation. If the Score is a perfect 5, and if it seems doubtful , do check for the number of responses received - a higher response rate gives better confidence.

LEARNING CULTURE

The second level  dimension, ‘learning culture’ measures how the employee feels about how a strong learning culture is nurtured in the organization.

Learning culture score: 1 to <3

‘NEEDS ATTENTION’

If the total score for the ‘Learning culture’ dimension is from 1 to less than 3 for an organisation or a department, then there is considerable work that needs to be done towards improving Learning culture at the disposal of the employee.

-Recommendations to improve Learning culture score~

1. Make a learning and development plan by including a mix of formal, informal, and on-the-job development opportunities. 
2. Communicate the plan to the employees
3. Provide resources and time for the employees to pursue learning
4. Improve coaching skills of frontline managers
5. Align the learning plans to business objectives

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Learning culture Score:  3 to <4

‘GOOD’

If the total score for the ‘Alignment to competency level’ dimension is from 3 to less than 4 for an organisation or a department, it means that many of the employer's efforts towards improving Learning culture at the disposal of the employee are paying off.

-Recommendations to improve Learning culture score -

1. Set employee goals for learning in their KRAs
2. Encourage innovation through allowing experimentation
3. Suggest external networking to further acquire learning by understanding others challenges and opportunities
4. Support career development by finding and creating the right path for their career.
5. Facilitate an environment for mentoring

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Learning culture Score:  4 to 5

‘EXCELLENT’

If the total score for the ‘Learning culture’ engagement question is from 4 to 5 for an organisation or a department, it means that the current efforts towards improving Learning culture at the disposal of the employee are faring exceptionally well. If the Score is a perfect 5, and if it seems doubtful , do check for the number of responses received - a higher response rate gives better confidence.

RISK TAKING

The second level  dimension, ‘risk taking’ measures how the employee feels about being encouraged to take measured risks at work.

Risk taking score: 1 to <3

‘NEEDS ATTENTION’

If the total score for the ‘Risk taking’ dimension is from 1 to less than 3 for an organisation or a department, then there is considerable work that needs to be done towards improving Risk taking at the disposal of the employee.

-Recommendations to improve Risk taking score~

1. Create a psychologically safe work environment that facilitates risk taking
2. Ask the right questions while taking up risks: understand them well
3. Create the right culture that consists of transparency and communication about encouraging employees to take risks
4. Clarify responsibilities and rules in the context of risk-taking
5. Use suitable reward systems to motivate employees to take risks

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Risk taking Score:  3 to <4

‘GOOD’

If the total score for the ‘Alignment to competency level’ dimension is from 3 to less than 4 for an organisation or a department, it means that many of the employer's efforts towards improving Risk taking at the disposal of the employee are paying off.

-Recommendations to improve Risk taking score -

1. Align risks with business objectives
2. Analyse risks and results to understand what went wrong or right
3. Managers need to be the driver’s seat - by taking up responsibilities for all risk taken up
4. Use reporting and analytics to be updated of ongoing projects
5. Align incentives for innovation are aligned with the overall company mission

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Risk taking Score:  4 to 5

‘EXCELLENT’

If the total score for the ‘Risk taking’ engagement question is from 4 to 5 for an organisation or a department, it means that the current efforts towards improving Risk taking at the disposal of the employee are faring exceptionally well. If the Score is a perfect 5, and if it seems doubtful , do check for the number of responses received - a higher response rate gives better confidence.

INNOVATION

The second level  dimension, ‘innovation’ measures how the employee feels about being encouraged to be innovative in the way he /she works.

Innovation score: 1 to <3

‘NEEDS ATTENTION’

If the total score for the ‘Innovation’ dimension is from 1 to less than 3 for an organisation or a department, then there is considerable work that needs to be done towards improving Innovation at the disposal of the employee.

-Recommendations to improve Innovation score~

1. Invite employees to participate and give opinions through discussions.

2. Continually Stress and communicate the Importance of Innovation to the Company

3. Have Scheduled Brainstorming Sessions

4. Train Them to be Innovative

5. Encourage employees to understand the competition and what they are doing to fare well.

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Innovation Score:  3 to <4

‘GOOD’

If the total score for the ‘Alignment to competency level’ dimension is from 3 to less than 4 for an organisation or a department, it means that many of the employer's efforts towards improving Innovation at the disposal of the employee are paying off.

-Recommendations to improve Innovation score -

1. Make Work Habits under the lens of Creativity to reimagine them
2. Always Support All Ideas, Regardless of Personal Opinions
3. Tolerate Mistakes
4. Reward Creativity
5. Act on Ideas and support employees to take them forward

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Innovation Score:  4 to 5

‘EXCELLENT’

If the total score for the ‘Innovation’ engagement question is from 4 to 5 for an organisation or a department, it means that the current efforts towards improving Innovation at the disposal of the employee are faring exceptionally well. If the Score is a perfect 5, and if it seems doubtful , do check for the number of responses received - a higher response rate gives better confidence.