Survey Overview
Are you looking for an alternative to the big name and trendy Engagement and Culture Surveys on the market today? Are you looking for a more economical and more applied approach? Our Organizational Essentials Report maybe the perfect solution for your organization.
Here is what we find happens often with the popular and traditional organizational surveys.
Employees take a general survey that looks locally and at the organization as a whole. Leadership gets the results and assigns it to a committee to recommend improvements. This committee develops a plan and presents it back to the Leadership. Leadership announces organizational plans for change and improvement. At this point it is now 3-4 months since participants took the survey. Focus groups are held to reconfirm the data. Leadership throws money at organizational-wide initiatives hoping that they work. Participants look to leadership to take ownership of change efforts – little occurs – employees become disheartened in the process. Last quarter activities take place to demonstrate effort.
Work begins on the following years’ survey.
What makes Organizational Essentials different than the traditional approach is that each team owns their data and is responsible to make improvement efforts. When individuals take the survey, their focus is on their team or area of specific work. Customized, team specific, questions can be added to the assessment. This approach makes that data much more real for the team members compared to thinking from a general organizational mindset. It shifts ownership away from leaders and places in the hands of individual contributors.
Team members receive their data immediately and can instantly start working on greater team performance and higher engagement.
All individual team data is rolled up to present Organizational Essentials Themes for overarching change and support efforts. This data is used to design organizational improvement initiatives while the team performance at the local level has already begun. Data is provided in the following Organizational Essentials Themes.
Team Output
The purpose of a team is to create results – we call this Team Output. This section of the survey examines how the team is getting results. Team Output sub-components includes goal clarity and alignment, team productivity and measurement, work identity, and meaningful work. This Team Essentials component consists of 35 questions. This Team Essential component is offered in both the Complete and Basic Assessment options.
Team Effectiveness
A basic team assumption is that if team members work well together, team performance will be enhanced. Team Effectiveness measures how people work together. Team Effectiveness sub-components includes communication, trust, collaboration, innovation, conflict resolution, mutual accountability, commitment, and cohesion. This Team Essentials component consists of 21 questions. This Team Essential component is offered in both the Complete and Basic Assessment options.
Individual Contribution
To earn team membership, an individual must perform his or her duties to the fullest degree possible. Individual contribution sub-components includes skill level, talents, attributes, personal accountability, attitudes, and motivation of the individual. It also considers how the individual lives the organizational values, strives towards achieving the vision, and contributes to the mission of the organization. This Team Essentials component consists of 33 questions. This Team Essential component is offered only in the Complete Assessment option.
Structure
For teamwork to be efficient, structures, processes, procedures, and guidelines need to be in place. Structure sub-components includes group norms and guidelines, coordination, planning and decision making, roles and responsibilities, and documentation. This Team Essentials component consists of 19 questions. This Team Essential component is offered only in the Complete Assessment option.
Team Leadership
At the team level, leadership is defined as both the management and the leadership of a team. Typically there is a relationship between effective and efficient team leadership and team performance. Great leadership gets great results and poor leadership gets poor results. Leadership sub-components includes direction from leader, leadership approach, and feedback from the leader. This Team Essentials component consists of 20 questions. This Team Essential component is offered only in the Complete Assessment option.
Organizational Support
Team performance is dependent upon organizational support. Teams need intra-organizational support, abundant resources, sufficient budgets, dedicated team time, necessary training, functional support, and organizational leadership support. For higher performance, teaming needs to be included in the organizational philosophy (mission, vision, values, and culture). Organizational Support sub-components includes resources and support, organizational recognition, and inter-team dynamics. This Team Essentials component consists of 15 questions. This Team Essential component is offered only in the Complete Assessment option.
Team Type
Team Type impacts how a team is perceived and how it performances. Team Type is collected as a demographic on the Team Essentials Assessment. In the near future performance data will be additionally provided specifically by team type. Team Type includes team type, duration, location, number of team members, and team relationship. This Team Essential component will be offered only in the Complete Assessment option.
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