Employee engagement is hard to pin down. Is it paying employees over market rate? Is it having a Ping-Pong table in the office? Or is it providing free food to your employees? Take the quiz and see how good you are at recognizing factors that impact engagement and alignment.
1. What accounts for up to 70% of variance in engagement scores?
A. Pay and benefits
2. As of early 2015, the millennial generation became the biggest demographic in the US workforce. How many of them are there?
A. 53.5 million
B. 52.7 million
C. 44.6 million
D. 58.3 million
3. According to the SHRM 2015 Employee Satisfaction Survey, what did employees rate as the most important aspect of job satisfaction?
B. Relationship with immediate supervisor
C. Trust between employees and senior management
D. Respectful treatment of employees at all levels
4. What percent of employees surveyed said they know what is going on in their organization most of the time?
5. According to a TINYpulse survey, what is the number one factor in determining employee happiness?
B. Relationships with their peers
C. Relationship with their boss
D. Clear communication of goals and objectives
6. What percentage of employees are engaged at work?
7. Which of the following is not part of the Employee Value Proposition?
A. Pay and benefits
B. Education and development
C. Strong organizational values
D. The paint color of the CEO's office
8. What percentage of hourly workers leave their job within the first six months?
9. Which one of the following statements is a “value statement”?
A. “To give everyone the power to create and share ideas and information instantly, without barriers” (Twitter)
B. “Be one of the world's leading producers and providers of entertainment and information” (Disney)
C. “Every Client. Every Time. No Exceptions. No Excuses.” (Quicken Loans)
D. “To bring inspiration and innovation to every athlete* in the world. (* “If you have a body, you are an athlete”) —Bill Bowerman (Nike)
10. Which of the following is not one of the top reasons people decide to leave their jobs?
A. Difficult coworkers
B. Your boss doesn't trust you
C. Work isn't flexible
D. You were not chosen as employee of the month
1. B) Managers
Managers that are poor motivators, trainers, or communicators can alienate employees and increase job dissatisfaction.
2. A) There are 53.5 million millennials in the workforce
Understanding the different priorities of the different generations can improve employee engagement and retention.
3. D) Respectful treatment of employees at all levels (72%)
Employees will not go above and beyond for your organization if they do not feel valued. Use surveys to discover the specific ways that employees want to be treated in your culture.
4. C) Only 9% of employees say that they know what is going on most of the time
A successful communication strategy has a consistent, structured format; is as transparent as possible; respects and rewards open two-way communication; and is tied back to your vision, mission, and values.
5. A) Transparency
Many managers make the mistake of thinking that employees are not smart enough or don't want to be bothered about what is going on with an organization. The reverse is true — the more you share, the more empowered they become.
6. B) 30%
Yes, that means 70% of your employees are not engaged. More engaged employees are more productive and less likely to leave.
7. D) The paint color of the CEO's office.
The Employee Value Proposition is the balance of the rewards and benefits that are received by employees in return for their performance at the workplace.
8. B) 50%
An effective onboarding process can improve your retention of new employees.
9. C) “Every client. Every time. No exception. No excuses.”
An organization's value statement describes the deeply ingrained principles that guide all of a company’s actions and serve as cultural cornerstones. The more consistent an organization is at living those values, the more trust employees have.
10. D) You were not chosen as Employee of the Month
This is an area where pulse surveys would assist you in finding out what is on people's minds so that you can deal with it before you lose employees.
There are many factors that contribute to creating an engaged culture. If you never stop asking and probing about what is on your employees' minds, you will succeed in making your organization a great place to work.