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:
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.
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:
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’).
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~
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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 -
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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.
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~
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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 -
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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.
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~
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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 -
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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.
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~
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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 -
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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.
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’).
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~
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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 -
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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.
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~
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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 -
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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.
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~
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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 -
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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.
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~
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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 -
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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.
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~
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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 -
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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.
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.
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 -
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Ethics Score: 4 to 5
‘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.
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~
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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 -
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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.
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 -
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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.
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 -
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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.
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~
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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 -
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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.
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~
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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 -
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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.
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.
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 -
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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.
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~
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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 -
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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.
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~
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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 -
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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.
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~
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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 -
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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.
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 -
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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.