The following article presents some of the key metrics and questions used to measure their performance. A few examples will be shown, but this is not the complete list of Employee Experience module metrics and questions; it is a sample.
Content:
Relationship with Manager
This metric evaluates employees' relationship with their direct manager.
Here are the submetrics and a sample of questions that are asked:
Manager's Know-how
My direct manager cares about my well-being.
Communication with Manager
I feel that my direct manager communicates honestly with me.
My direct manager keeps me informed of what is happening in our organization.
Managerial Skills
The text legends for the scales vary depending on the question, but the lowest score is always on the left and the highest score is on the right.
For example, for the question "My direct manager keeps me informed about what is happening in our organization," the scale goes from "Not at all" to "Yes, absolutely":
Acknowledgement
This metric evaluates the frequency and quality of recognition the employee receives at work.
Here are the submetrics and a sample of questions that are asked:
Quality of Recognition
I receive recognition for quality in my organization.
Frequency of Recognition
If I do great work, I know it will be recognized.
I'm happy with how often I'm recognized for my work.
The text legends for the scales vary depending on the question, but the lowest score is always on the left and the highest score is on the right.
For example, for the question "I am satisfied with the frequency with which I am recognized for my work," the scale goes from "Strongly disagree" to "Strongly agree":
Feedback at Work
This metric assesses the quality and frequency of feedback at work. In the module, it appears like this:
Here are the submetrics and a sample of questions that are asked:
Quality of Feedback
The feedback I receive helps me grow and develop.
Feedback Frequency
Are you satisfied with the frequency of feedback received from your direct manager?
Company Consideration
My organization takes suggestions from team members into consideration.
The text legends for the scales vary depending on the question, but the lowest score is always on the left and the highest score is on the right.
For example, for the question "Are you satisfied with the frequency of feedback received from your direct manager?", the scale goes from "Strongly disagree" to "Strongly agree":
Personal Growth
This metric evaluates the personal growth of employees.
Here are the submetrics and a sample of questions that are asked:
Autonomy
On a scale of 1 to 5, are you satisfied with your level of autonomy at work?
Objective
I see how my work contributes to my organization’s goals.
Mastery
I have the opportunity every day to do what I do best in my role.
The text legends for the scales vary depending on the question, but the lowest score is always on the left and the highest score is on the right.
For example, for the question "I have the daily opportunity to do what I do best in my role," the scale goes from "Strongly disagree" to "Strongly agree":
Relationship with Colleagues
This metric assesses the quality of the employee's relationship with colleagues.
Here are the submetrics and a sample of questions that are asked:
Trust
I feel safe being myself around my colleagues.
On a scale of 1 to 5, how much do you trust your colleagues?
Communication
On a scale of 1 to 5, how satisfied are you with the frequency with which you communicate with your colleagues at work?
The text legends for the scales vary depending on the question, but the lowest score is always on the left and the highest score is on the right.
For example, for the question "I feel safe being myself around my colleagues," the scale goes from "Strongly disagree" to "Strongly agree":
Well-being
This metric assesses the quality of employee well-being at work.
Here are the submetrics and a sample of questions that are asked:
Stress
On a scale of 1 to 5, how reasonable is your workload?
Mood
Generally speaking, I feel good every day.
Personal Health
I am able to maintain a good energy level at work.
The text legends for the scales vary depending on the question, but the lowest score is always on the left and the highest score is on the right.
For example, for the question "I am able to maintain a good energy level at work," the scale goes from "Strongly disagree" to "Strongly agree":
Business Alignment
This metric assesses the alignment of the employee's values and vision with those of the company.
Here are the submetrics and a sample of questions that are asked:
Values
Does your team work in accordance with the organization's values?
On a scale of 1 to 5, to what extent are the organization's values reflected in the way people behave at work?
Vision - Mission
Is the long-term vision of the organization clear to you?
The text legends for the scales vary depending on the question, but the lowest score is always on the left and the highest score is on the right.
For example, for the question "On a scale of 1 to 5, to what extent are the organization's values reflected in the way people behave at work," the scale ranges from "Not at all" to “Absolutely!”:
Happiness at Work
This metric evaluates the employee's fulfillment at work.
Here are the submetrics and a sample of questions that are asked:
Work
Most of the time, I feel a sense of accomplishment from what I do.
My work is fulfilling.
Work-life Balance
Are you able to take time off when you need it?
The text legends for the scales vary depending on the question, but the lowest score is always on the left and the highest score is on the right.
For example, for the question "My work is fulfilling," the scale goes from "Strongly disagree" to "Strongly agree":
Job Satisfaction
This metric evaluates the employee's satisfaction with their job.
Here are the submetrics and a sample of questions that are asked:
Equity
When I consider my responsibilities, skills, and experience, I believe I am paid fairly.
Working Environment
My work environment allows me to work without distraction when I need to.
Role
At work, I know what is expected of me.
The text legends for the scales vary depending on the question, but the lowest score is always on the left and the highest score is on the right.
For example, for the question "My work environment allows me to work without distraction when I need to," the scale goes from "Strongly disagree" to "Strongly agree":