Ask your employees to score these 8 statements on a scale from ‘strongly disagree’ to ‘strongly agree.’
MORE IDEAS FROM THE ARTICLE
“We experience” questions “deal with the elements of a person’s experience created in their back-and-forth interactions with others on the team” and include the odd-numbered statements above (#1, 3, 5, and 7).
We ask you to give us this sense of universality — all of us together — and at the same time to recognize our own uniqueness; to magnify what we all share, and to lift up what is special about each of us.
When you come to excel as a leader of a team, it will be because you've successfully integrated these two quite distinct human needs.
“Me experience” questions “deal with the individual experience of work” and include the even-numbered statements above (#2, 4, 6, and 8).
The more strongly your employees agree with these statements, the more engaged your workforce is.
The statements with the lowest levels of agreement are the ones you should focus on improving to increase engagement.
Fixing employee productivity in the industrial age, when most workers were handling machinery and it’s parts, was a tedious but doable process. The managers had to fix the people who were making mistakes or were inefficient through systematic management.
Today, in the age of software and intellectual property, when half of the workforce is made up of knowledge workers, the old practices are of no use.
Just as leaders who deliver only performance may do so at a cost that the organization is unwilling to bear, those who focus only on inspiration may find that they motivate the masses but are undermined by ordinary results.
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