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Being profitable is a minimum expectation for an organisation. Highly effective organisations are eager to promote both high-quality performance, hence profitability; and employee thriving, in terms of motivation to work and wellness.
Highly engaged employees can contribute to long-term organisational health, customer satisfaction and loyalty, and ultimately financial success. That is why organisations have been putting so much attention in fostering an engaging work environment in the modern workplace.
In the Standard Version of Employee Engagement Survey, we start by looking into the basic psychological needs of your employees and the core challenges that are being dealt with every day. Moving on, we quantify individuals’ motivation level at their job, helping managers and policymakers to boost one’s motives at work. We round up the survey by reinforcing the concept of ‘Engagement’ – vigour, dedication, absorption, with the addition of incorporating one’s physical and mental well-being level.
From the exploratory data analysis, our analysts will present to you the descriptive data of employees’ key psychological performance. At the end of the report, you can expect to find out the answers to these most exemplary questions:
In the Extended Version of Employee Engagement Survey, apart from going through each key variable from the Standard Version, we broaden the surveying scope to 10 other performance variables with 75 more items. These include but are not limited to organisational citizenship behaviours, perceived leadership effectiveness, and work ethics. Also, the extra items encompass a wide range of what is perceived as ‘dark behaviours’ at work.
Here are some sample questions of the Employee Engagement Survey:
Our analysts will collect all the data from your employees and perform a highly sophisticated statistical analysis. We investigate thoroughly with each piece of evidence found, examine possible relationships between key factors of behaviours and performance, and ultimately, compile a comprehensive report with key advice to define your organisational culture and set the foundation of your employee engagement policies.
Cost is one of the most important factors in determining the success of your business. According to a Gallup survey, 67% of employees reported that they have experienced burnout at work and employee burnout can cost organisations around 21-28% of their annual payroll. Burned-out employees are more likely to take sick leave, deliver the low-quality output and leave their jobs.
To save the cost of turnover and absenteeism, many organisations pay efforts to manage employee burnout and keep them engaged. Implementing surveys can help organisations identify and gauge employee burnout levels so that they can develop interventions to prevent suffering from a high burnout rate.
In the Occupational Burnout Survey, we start looking into the burnout level of your employee, like how do they perceive their work, are they exhausted and how capable are they of shaping relationships with others. Employee’s occupational exhaustion, depersonalisation and personal accomplishment level are evaluated.
From the exploratory data analysis, our analysts will present to you the descriptive data of employees’ burnout, well-being, and psychological detachment level, as well as some basic analyses of the occurrences or sentiments that can contribute to burnout. At the end of the report, you can expect to find out the answers to these most exemplary questions:
One says ‘caregivers shall take care of themselves before taking care of others’. We also provide an alternative version of the Occupational Burnout Survey for the professionals in the human service industries, such as educators, nurses, social workers, and physicians. We understand the professionals have distinctive sources and levels of stress as their work environment is human- and relationship-oriented.
Here are some sample questions of the Occupational Burnout Survey:
The designated assessment will measure the frequency and intensity of burnout among the human service professionals in three dimensions: emotional exhaustion, depersonalization, and personal accomplishment.
We are hoping the comprehensive survey could help management address employee issues like low morale, high absenteeism, low productivity, and high turnover. It is always important to look after your employees as they are the most valuable assets in your corporation. By auditing the wellbeing levels of employees, an organisation can confidently assess the current state and take corrective actions before unacknowledged issues derail its success.
Erwin is an organisational psychologist with over 7 years of professional psychology education and field experience. Over the past years, Erwin puts his extensive knowledge in boosting employees’ job motivation and implementing effective talent development strategies in all scales of organisations. He has developed his specialties in stress management, employee engagement, and people communication.
Elvis is an experienced trainer in both collegial and corporate settings. As an organisational psychologist with diverse training backgrounds, he is now a visiting lecturer in the Department of Psychology at Hong Kong Shue Yan University and PolyU CPCE. Apart from his teaching and training hours, he also developed his expertise in human personalities and team relationships.
available from 10:00 – 19:00