Problem:“You can’t manage what you can’t measure.” - Peter Drucker. Executives are frustrated at their inability to effectively measure employee ‘lack of engagement’.
Solution:You can measure engagement at an individual or departmental level. One-size-fits-all approaches are ineffective and potentially destructive – focused and aligned strategic solutions are essential.
Corporate Vitality Assessment
To evaluate the true state of health of the organization, it is necessary to evaluate the state of health of each employee in terms of stagnation versus vitalization, and then aggregate.
This is undertaken through a range of Vitalize Tools:
Corporate Vitality Assessment
The Corporate Vitality Assessment software is a high-quality survey process that enables identification and analysis of the depth and breadth of stagnation anywhere throughout the organization.
It starts at the most granular level – that of the individual – and can be aggregated up to different levels – department, function, location – and ultimately to the organization as a whole.
The software will provide C-Suite executives with:
- A finite view of key problem areas.
- Definition of critical issues.
- Insights on how to resolve the critical issues.
Individual Employee Vitality Assessment
This uses a randomly-sorted list of carefully selected words and phrases to capture the level of stagnation (or vitalization) of individual employees.
How it works
- This is not a psychological instrument – it is a workforce attitude survey for Workforce Vitalization analysis and planning.
- Two assessments are conducted – one of the “Ideal Self”, the way the respondent views their behavior in an ideal work situation and the second in terms of the “Current Self” – how the person feels they are currently required to act.
- The data for each individual can then be aggregated upwards to any-sized unit.
Organizational Vitality Assessment
Organizational Vitality is measured from two perspectives: that of the employees (using the Individual Employee Vitality Assessment), and from the perspective of selected stakeholders.
These two perspectives can then be compared and any gaps analyzed and solutions addressed. This can be particularly important if the staff are saying one thing, but the broader stakeholder population sees a completely different picture.
How it works
- Executives and managers (and even customers and suppliers) are invited to rate the state of health of any particular organizational entity (business unit) from an external perspective.
- These outputs are then compared with the outputs from the Individual Assessment tool.
