Employee Engagement Survey
The Professional Fulfillment Survey (PFS) is a tool designed to gauge the levels of engagement throughout an organization. Maximizing the success of any organization relies heavily upon efforts of the workforce. But in order to assess how much better results could be, the existing levels of engagement must first be determined.
An individual’s level of engagement is reflected in how they spend their discretionary time and effort. The PFS will not only assess the organization’s overall level of engagement but also provides a breakdown of the distribution among the four levels of engagement:
These insights, when compared against the results from other engagement studies, can give an indication as to how much better your execution and your profitability could/should be.
Employee Engagement Assessment
The Company Personality Assessment (CPA) is a comprehensive organizational assessment which identifies the causes for disengagement. It also identifies where, within the organization and within the workforce, issues are undermining success.
If the organization’s goal is to elevate employee engagement and operating results, the causes of disengagement must first be identified. Causes of disengagement generally fall within Maslow’s Hierarchy of Needs:
Safety and Security
Belonging and Acceptance
Once the areas of concern have been identified, they can be addressed and reversed/eliminated through:
Executive Coaching & Leadership Development
Customized Training Programs
Enhancement of Organizational Culture
Leadership Competency Assessment
The Emotional and Social Competence Inventory (ESCI) is a multi-rater tool designed to assess emotional intelligence in leaders. The ESCI is based on the work of Dr. Daniel Goleman and Dr. Richard Boyatzis. The result is an assessment and development tool of unmatched precision and authenticity.
The ESCI provides clients with precise and focused feedback on their strengths and limits. Based on the feedback from a variety of rater groups (i.e. self, manager, direct reports, peers, others), the ESCI indicates the specific emotional competencies which are strong and those where development is needed to enhance the individual’s leadership effectiveness.
- Emotional Self-Awareness – This competency includes the ability to read your own emotions, to appreciate their impact on your actions, reactions, and decisions, to know your own strengths and weaknesses, and have a reasonable sense of self-worth and abilities
- Emotional Self-Control – The ability to control emotions that are inappropriate
- Adaptability – The ability to be flexible in changing situations
- Achievement – The drive to meet inner standards of excellence
- Optimism – The ability to see the positive in events
- Empathy – The ability to sense others’ emotions and to understand their perspective
- Organizational Awareness – The ability to sense the politics and networks of the organization
- Coach and Mentor – The ability to develop others
- Inspirational Leadership – Having a compelling vision to lead with
- Influence – The ability to persuade
- Conflict Management – The ability to resolve disagreements
- Teamwork and Collaboration – The ability to build and guide teams