Figure out what is driving you
Everyone has heard the statistic from Gallup that 70% of people are not engaged at work. This information is sad — but not useful in understanding how I can actually increase my own engagement.
I’ve often been a fan of creating my own self-assessments to measure how well I am aligned with my own leadership principles — in becoming the type of person I want to become in the workplace. Feedback from colleagues is valuable — but often aligned with a company culture that mindlessly supports principles that may or may not make sense for any type of long-term career success.
So when I read Culture Amp’s professional services benchmark — I was impressed by the individual questions they used to measure employee engagement. I took the questions they asked in a broader company context and applied them to myself:
| Factor | Team | Company | |
|---|---|---|---|
| 1 | I believe the company has good development opportunities that align with my strengths and also areas I want to improve | ||
| 2 | I believe there are good career opportunities for me | ||
| 3 | I have confidence in the leadership | ||
| 4 | See the leaders demonstrate that people are important to the company’s success | ||
| 5 | The company allows me to make a positive difference | ||
| 6 | Happy with role relative to what was promised | ||
| 7 | The leaders communicate a motivating mission | ||
| 8 | See day to day decisions demonstrating that quality and improvement are top priorities | ||
| 9 | I believe that the company is in a position to succeed and grow over the next three years | ||
| 10 | There is open and honest two way communication and feedback is constructive and valuable | ||
| x/10 | x/10 |
Now every quarter I assess my engagement levels against these 10 areas both for my immediate team and role in the broader company.
It helps me assess what is energizing me and more importantly, what is sapping my energy. I can then think about what I should do next to address it.