The WeListen survey uses the basis of our 4C model to ask each person 16 top level questions. Each question is based around a frequency of time 'How much of the time' or 'How often' with the person responding somewhere between 'never' (0%) and 'always' (100%).
The answers to these questions are then presented in the survey reports and coaching recommendations, and used to create the overall engagement score.
Our 16 top level questions
- Company and customers - How much of the time are you really clear about how the company and its customers benefit from your work?
- Personal performance - How often are you completely clear about the performance expected from you at work?
- Team understanding - How much of the time do you feel your team understand each other and the work they are doing?
- Team co-operation - How often are you sure that the whole team is co-operating?
- Knowledge - How much of the time do you feel that you have all the necessary information to do your work?
- Skills - How much of the time do you feel you have all the necessary skills to do your work?
- Resources - How often do you feel you have all the necessary support and resources to do your work?
- Competence - How often do you feel a sense of competence and achievement at work?
- Attention - How much of the time are you able to interact and work with other people?
- Common bond - How often do you feel a common bond with others in the team, sharing ideas and team spirit?
- Status - How often do you feel that the value of your work is recognised by others?
- Security - How much of the time do you feel secure at work?
- Control - How much of the time do you feel in control at work?
- Headspace - How often are you able to have the necessary headspace to reflect and think clearly?
- Free from worry - How much of the time are you able to work free from worry and anxiety?
- Meaning - How often do you feel that your work is meaningful?
In the areas that people score lowest, the survey then asks a further set of more specific questions. This means each person gets a unique survey experience, and the resulting analysis is able to identify the highest causes of frustrations and recommend actions to rectify.
Sample second level questions
For example, if someone scores lowest in the team understanding area, we'll ask them 'What would help improve understanding across your team?'
- In discussions I wish there was more agreement, or meeting of minds
- I wish I had clearer instructions
- I think people have different pictures of what they are supposed to be doing
- I would prefer language which is simpler and easier to understand
In the attention area we ask them 'How can we bring more interaction with others into your working day?'
- I need more opportunities to talk and exchange ideas
- I feel isolated from the rest of the team
- I'd like more interaction with my manager
- My manager and I need to develop a better working relationship
And if people identify they simply don't have enough headspace in their working day, we'll ask 'What can we do so you can reflect on work and clear your head periodically?'
- I need somewhere to reflect or get some privacy
- I don't have time to clear my head, I feel I have to keep going
- I think the culture expects us to be busy continuously
With all second level questions, a final options provides the opportunity for the person to leave some text feedback. This is valuable if none of the sub-questions are able to get to the root of the issue, and also helps to unpick specific areas that could be improved in their environment.