What dimensions do you measure?
Below is a list of our thirteen core dimensions. We also measure Culture, Mental Health, and Safety if required for your organization.
WORK ENVIRONMENT
Refers to attitudes about how comfortable an employee feels with their ability to perform their role. It also assesses an employee’s perspective on how the organization has enabled them to do their work by providing the necessary tools, equipment, training, and physical environment.
PROFESSIONAL GROWTH
Refers to the attitudes that an employee has with regard to their personal growth, development and career at your organization.
PERFORMANCE FEEDBACK
Measures the attitudes that reflect an employee’s expectations about how they will be measured and evaluated, and if they feel they receive fair and regular feedback.
IMMEDIATE MANAGEMENT
Refers to how an employee feels about the behaviours of and relationship with their day-to-day supervisor (ex. manager, foreman).
COMPENSATION
Refers to an employee’s satisfaction with different components of their total compensation and if they feel it is equitable given market conditions.
WORK/LIFE BALANCE
Measures if an employee feels they have an appropriate balance between work responsibilities and their personal life, and whether they feel able to have control over their workload.
TEAMWORK
Measures the degree to which an employee feels there is adequate cooperation, collaboration, and team spirit at Your organization. This should be interpreted to mean in the organization as a whole.
DIVERSITY & INCLUSION
Measures the degree to which an employee feels that diversity and inclusion are respected in the workplace, and whether there is any difference in experience between those with different race, nationality, gender, age, sexual orientation, religion, perspective/idea, ability or other self-defining characteristic.
Your organization defines:
Diversity as the openness to differences in self-identifying characteristics, attitudes, perceptions and behaviours;
Inclusion as the degree to which differences are valued and used to improve results
INNOVATION
Assesses if an employee feels that Your organization has a commitment to do high quality work and; if new ideas for doing the work are considered and accepted. It also measures if an employee either feels they can learn from mistakes or if they are afraid of trying something new for fear of being blamed for mistakes.
INFORMATION AND COMMUNICATION
Measures if an employee feels that information necessary to do their job is readily available and shared in an open and honest manner.
SENIOR LEADERSHIP
Assesses the extent to which an employee has respect for the behaviours of and has confidence in the executive leadership of the Your organization (ex. CEO and Senior Vice Presidents).
ORGANIZATIONAL VISION
Measures the degree to which an employee feels a sense of common purpose. Does the employee understand the corporate priorities and goals/targets of Your organization? Does the employee feel they contribute to those goals?
ENGAGEMENT
Measures six attitudes, which together are the best predictors of an employee’s willingness to contribute extra effort because they want to.
WORK ENVIRONMENT
Refers to attitudes about how comfortable an employee feels with their ability to perform their role. It also assesses an employee’s perspective on how the organization has enabled them to do their work by providing the necessary tools, equipment, training, and physical environment.
PROFESSIONAL GROWTH
Refers to the attitudes that an employee has with regard to their personal growth, development and career at your organization.
PERFORMANCE FEEDBACK
Measures the attitudes that reflect an employee’s expectations about how they will be measured and evaluated, and if they feel they receive fair and regular feedback.
IMMEDIATE MANAGEMENT
Refers to how an employee feels about the behaviours of and relationship with their day-to-day supervisor (ex. manager, foreman).
COMPENSATION
Refers to an employee’s satisfaction with different components of their total compensation and if they feel it is equitable given market conditions.
WORK/LIFE BALANCE
Measures if an employee feels they have an appropriate balance between work responsibilities and their personal life, and whether they feel able to have control over their workload.
TEAMWORK
Measures the degree to which an employee feels there is adequate cooperation, collaboration, and team spirit at Your organization. This should be interpreted to mean in the organization as a whole.
DIVERSITY & INCLUSION
Measures the degree to which an employee feels that diversity and inclusion are respected in the workplace, and whether there is any difference in experience between those with different race, nationality, gender, age, sexual orientation, religion, perspective/idea, ability or other self-defining characteristic.
Your organization defines:
Diversity as the openness to differences in self-identifying characteristics, attitudes, perceptions and behaviours;
Inclusion as the degree to which differences are valued and used to improve results
INNOVATION
Assesses if an employee feels that Your organization has a commitment to do high quality work and; if new ideas for doing the work are considered and accepted. It also measures if an employee either feels they can learn from mistakes or if they are afraid of trying something new for fear of being blamed for mistakes.
INFORMATION AND COMMUNICATION
Measures if an employee feels that information necessary to do their job is readily available and shared in an open and honest manner.
SENIOR LEADERSHIP
Assesses the extent to which an employee has respect for the behaviours of and has confidence in the executive leadership of the Your organization (ex. CEO and Senior Vice Presidents).
ORGANIZATIONAL VISION
Measures the degree to which an employee feels a sense of common purpose. Does the employee understand the corporate priorities and goals/targets of Your organization? Does the employee feel they contribute to those goals?
ENGAGEMENT
Measures six attitudes, which together are the best predictors of an employee’s willingness to contribute extra effort because they want to.
Updated on: 11/11/2020
Thank you!