How Employee Experience Is Measured

Learn how Workplace Dynamics measures the employee experience through active feedback.

Employees are sent weekly surveys that ask them to reflect on their employee experience. Questions in the employee experience category deal with wellbeing, collaboration enablers, and performance enablers. Workplace Dynamics helps employers remove barriers that block their employees from reaching their potential. When the survey launches, questions will be randomly selected and sent to employees. After the first survey, Workplace Dynamics will generate a pool of questions for each employee. Workplace Dynamics will prioritize questions from employee experience categories that received the least amount of answers in previous weeks.

Methodology

On a weekly basis, employees are asked up to five questions about the employee experience. When the survey launches, questions will be randomly selected and sent to employees. After the first survey, Workplace Dynamics will generate a pool of questions for each employee. Workplace Dynamics prioritizes questions from the employee experience categories that received the least amount of answers in previous surveys. For more information, see How Workplace Dynamics Surveys Are Structured and Generated.

  • All questions are evenly distributed across weekly surveys throughout the quarter.

  • Respondents will not be asked the same question more than once every 13 weeks.

A 0 to 10 point scale (not at all to absolutely) is used to determine the opinion of employees on their employee experience.

Measures of the employee experience

Workplace Dynamics identifies the following measures that can affect an employee's overall experience at work. We have also provided recommendations on how managers can leverage each driver to improve the employee experience.

Wellbeing

Reflects the employee's self assessment on how they're feeling, whether they are feeling fulfilled by the work that they are doing, and their stress levels at work.

Leverage this category to improve the employee experience by:

  • Working together with employees to analyze the volume and reasons for overtime work in the department. Plan and implement at least three actions to address them at your level. If necessary, ask questions and clarify with senior leaders.
  • Helping new hires adapt by assigning an informal mentor who has experience within the organization. The mentor will help the new hire join the team and gain the knowledge necessary for the job.
  • Satisfying employee requests for vacation when there is no urgent work that cannot be assigned to others.
  • Regularly asking employees how they are doing, both professionally and personally. Provide emotional support and assistance, if needed.
  • Taking a closer look at your employees. Encourage employees to use their vacation time especially employees who are clearly overloaded and overstressed and employees who have lost productivity or motivation.

Collaboration enablers

Reflect the employee's attitude in the team and their opinion on the interactions between employees across different departments of the organization. Helps to validate how work is coordinated among the team and the extent to which they understand their own role and the role of the others.

Collaboration enablers measure:

  • Career Development
  • Coaching and Support
  • Communication and Direction
  • Cooperation
  • Goals and Result
  • Trust and Commitment

Leverage this category to improve the employee experience by:

  • Communicating the goals and objectives of your department to the heads of related departments and vice versa, be transparent. Tell your employees about the goals and objectives of related departments and discuss how your department can help their colleagues on other teams achieve their goals.
  • Discussing problem areas in cross-department collaboration with your team. Meet with group leaders to come up with suggestions for optimizing team collaboration, find ways to improve collaboration quality, and share work methods.
  • Identifying groups that are difficult to collaborate with for other colleagues, determine the reason for it, and contact the leaders of these groups when necessary.
  • Creating and maintaining cross-functional collaboration between teams in your department in the format of different projects, especially if they depend on each other in work. Help build understanding of processes and tasks between functional groups.
  • Asking your employees to recognize colleagues from related departments when they do a good job. Lead by example.

Performance enablers

Reflect the factors that act as barriers to effective performance, the employee's opinion on whether they are able to perform their work efficiently, and their participation in decision-making in the organization.

Performance enablers measure:

  • Alignment
  • Diversity
  • Employee Development
  • Empowerment
  • Enablement
  • Innovation
  • Reward and Recognition

Leverage this category to improve the employee experience by:

  • Conducting meetings throughout the year where each employee can speak up about performance.
  • Encouraging employees to be self-reliant in problem solving and goals achievement. When setting a task, give employees the opportunity to independently determine how to solve it, express your wishes as an addition.
  • Giving your subordinates the opportunity to taking on more responsibility. For example, asking them to take a meeting on your behalf.
  • Discussing and documenting the types of decisions that employees can make on their own.
  • Getting the opinions of all employees when discussing tasks including those who do not express it.