Download a sample Leadership Intelligence Employee Engagement Survey to see how we measure the factors that drive employee engagement and performance. Learn how our employee survey providers customize each employee survey to collect relevant and actionable feedback from your employees.
The Leadership Intelligence System (LIS) not only provides your organization with the most powerful analytic tools available, it enables executive teams and managers to pinpoint specific actions that will improve organization effectiveness and create a culture of engagement. With nearly two decades of design behind it, LIS takes your complicated organizational structure and breaks it down into manageable reports, including divisions, teams, functions, matrixed reporting, managers, geographies-- you name it. We simplify complexity, and provide quick, accurate intelligence through your easy-to-read employee engagement survey dashboard.
Engagement goes beyond satisfaction. The elements of employee satisfaction such as pay, benefits, and company perks may help with recruiting and retention, but don't motivate employees to do their best work. Employee Engagement occurs when we find Meaning, Autonomy, Growth, Impact, and Connection--MAGIC--in what we do. The DecisionWise MAGIC model of employee engagement stems from two decades of research, gathering and analyzing feedback from tens of millions of employee engagement survey responses in over 70 countries. As an employee engagement survey vendor, we show you which elements are driving engagement in your organization, where they're missing, and what to do about it.
We make employee engagement survey data available to you. But how do you turn that data into intelligence? Our employee engagement consultants work with you to analyze the information, identify the overall themes, and dig into the wealth of information the survey contains-- that's Leadership Intelligence. This means you truly hear the message your employees are trying to deliver. The Leadership Intelligence System helps your managers quickly spot trends, compare populations and tie in your business metrics to show you how engagement directly impacts company performance-- and the bottom line.
While we provide the most sophisticated, yet simple-to-understand employee engagement survey reporting tools found anywhere, it doesn't end there. One of the most frequently overlooked (and most important) pieces of the employee engagement survey process is rolling out the results and developing action plans. In addition to the guidance you receive from our team of engagement experts, DecisionWise will provide you with concise manager reports, access to our Depot online action planning tool, and employee engagement training for your leaders and employees. This is where feedback becomes action, and action drives business results.
We start by understanding your organization and what you need to measure. What is the current culture? What is your organization going through? What's most important to your organization right now, and in the future? We understand what matters most to your success. As an employee engagement survey vendor, we customize a survey based on those needs, and begin the process of collecting feedback. With a strong survey and effective administrative process (let us do the work!), we get strong, actionable survey data. We partner with you to analyze and interpret the results. But it doesn't end there. Our comprehensive action planning helps ensure that employee survey data is turned into action and results.
Most managers don't understand the concept of employee engagement, and even less know how to create a culture of engagement within their teams. Engagement isn't just about an employee engagement survey software solution, although our survey software is the most advanced tool in the industry. It's about creating a culture of engagement. Based on our book, MAGIC: Five Keys to Unlock the Power of Employee Engagement, the DecisionWise ENGAGEMENT MAGIC® Training is an intensive learning experience that provides an in-depth understanding of how to create an engaged culture.
Our comprehensive employee engagement survey benchmarks allow you to get a clear view of the playing field: identify the high-performing companies in your industry, understand how you compare, and set goals to improve your organization's culture. In fact, during the past year alone we have compiled more that 14 million survey responses. That's a lot of data!
We are internationally recognized thought leaders on employee engagement, working with client organizations in over 70 countries and 30 languages since 1996. Our focus is on helping you create change based on the valuable feedback of your employees.
Magic introduces the five MAGIC keys of employee engagement—Meaning, Autonomy, Growth, Impact, and Connection—and shows how leaders can help employees achieve higher levels of engagement, as well as how employees can be more successful by taking ownership for their own MAGIC.
Based on over 14 million employee survey responses across 70 countries—the most extensive employee engagement survey database of its kind—MAGIC combines principles of psychology and motivation with solid business concepts. Written by internationally recognized experts in leadership and employee engagement, Dr. Tracy Maylett and Dr. Paul Warner, MAGIC provides actionable advice that will reduce employee attrition, encourage initiative, drive growth and profit, and increase personal engagement in one’s work.
Many organizations spend quite a bit of money and resources on misguided efforts to improve employee engagement which only contribute to employee satisfaction. Employee satisfaction is influenced by factors such as pay, benefits, safety, tools, resources, and perks. These factors need to be in place so that employees are satisfied with their jobs but increasing these factors will not boost employee engagement.
Employee engagement is driven by the amount of Meaning, Autonomy, Growth, Impact, and Connection a person feels at work. These MAGIC keys drive employee engagement and retention.
The DecisionWise employee engagement survey is a customized tool that uses research-based questions that are actionable, validated, and reliable. Actionable employee engagement questions produce results that a manager can easily interpret and take action on to improve. Valid employee survey items simply measure what they are supposed to measure. And reliable employee engagement survey questions produce similar results each time they are used.
There are two types of questions on the DecisionWise employee engagement survey. The first type measures the overall level of employee engagement. We call these anchor questions. Anchor questions measure the current state of employee engagement that an employee feels. The average score of these anchor questions produce an overall employee engagement survey score.
The second type of employee engagement survey question measures the drivers of engagement in the organization. These questions make up the bulk of the survey and measure things like leadership, organization policies, teamwork, and the job experience. Comparing scores from the driver questions to those of employees who are fully engaged based on the anchor question scores, shows which items influence employee engagement in the organization.
Our team of assessment consultants can administer surveys online via email or a stand-alone kiosk or with paper forms. Online surveys are the easiest to administer and provide the most flexibility and accuracy for reporting. Paper employee surveys are best for employees who do not have ready access to a computer.
To achieve high participation on an employee survey, communicate the purpose and intended outcomes of the survey. Employees will want to know that their valuable feedback will both be kept confidential and used to make improvements in the organization. Make sure to provide enough time for employees to complete the engagement survey and recognize their participation efforts.
The employee survey results should be rolled out to all levels in the organization to allow managers to work with their employees to develop action plans. The amount of detail provided to each manager will vary. Executives will have access to the results for the entire organization including breakouts by demographic categories such as tenure, gender, and department. Front-line managers normally only receive results for their respective group. Our online employee engagement survey reporting tool is the most advanced system in the industry. It allows complete flexibility to drill down by any number of groups in the organization.
The HR team will want to compare the employee engagement survey results to industry benchmarks, internal business metrics, and past employee survey trends. The HR team is also relied on to answer questions from the executive team and other managers about any number of data points and needs to be have easy access to query and analyze the results.
Action plans are normally created at the executive level for the organization and by each manger for his or her work group. The executive team will need time to process the results and decide on the two or three main themes that are most important to the organization. Executive team action plans are created during an Engagement Summit meeting and are rolled out to the employee survey companies. Individual managers are responsible for creating action plans with their teams to address areas within their control.
Action plans are more about seeing a box checked in our online action planning tool. It takes time, energy, and follow-up to ensure that real change is being made in the organization. DecisionWise partners with organizations to create a "what's next?" plan and execute the implementation to improve performance.
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