The 16 survey questions

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 analysis, 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 knowledge 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 often do you feel that you are given enough positive attention at work?
• 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 your contribution is acknowledged 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 of events at work?
• Headspace - How often are you able to have the necessary time and space to reflect and clear your head?
• 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 to say more about what lies behind any misunderstandings in their team:

• How often have you come out of a meeting wishing there was more agreement or meeting of minds?
• How often have you wished for clearer instructions from whoever is managing the work?
• How much of the time do you think people have different pictures of what they are supposed to be doing?
• How often have you noticed that the language being used is vague or hard to understand?

In the attention area we ask them to tell us more about the times when they aren’t getting enough positive attention:

• Everyone is too busy to talk and exchange ideas
• I work in an isolated part of the company
• I'd like more interaction with my manager
• I need to develop a better relationship with my manager

And if people identify they simply don't have enough headspace in their working day, we'll ask them to say more about why they don't feel able to clear their head periodically:

• We need somewhere to calm down or get some privacy sometimes
• There isn't time to clear your head, you have to keep going
• The culture expects people to be busy all the time

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.