How engaged is your team?

It's widely known that employee engagement isn't great, but I can't help feel that most of us fall into the illusory superiority trap whereby we think we're better than average.  In other words it's other people who have un-engaged teams, not us.

However a report released recently by Modern Survey suggests you can no longer stick your head in the sand and believe it doesn't apply to you.  As you can see from the graphic below, they found that just 10% of employees were fully engaged.

employee engagement

Now that kinda stinks.  Paul Marciano has created a simple online test where you can see how engaged your team is.  I've included the questions below if you want to complete it manually, or you can do the test online here.

DIRECTIONS

Read each question and decide which answer best describes your team members. Write down your responses for each question and refer to the scoring procedure at the end of the quiz to calculate your team’s overall level of engagement.

What percentage of your direct reports regularly comes to you with ideas & suggestions?

  • 0-20%
  • 21-40%
  • 41-59%
  • 60-79%
  • 80-100%

What percentage of your direct reports regularly goes above and beyond expectations?

  • 0-20%
  • 21-40%
  • 41-59%
  • 60-79%
  • 80-100%

What percentage of your direct reports appears focused and engaged in their work on a daily basis?

  • 0-20%
  • 21-40%
  • 41-59%
  • 60-79%
  • 80-100%

What percentage of your direct reports regularly seeks development opportunities to improve and expand their skills?

  • 0-20%
  • 21-40%
  • 41-59%
  • 60-79%
  • 80-100%

What percentage of your direct reports do you believe give their maximum effort each day?

  • 0-20%
  • 21-40%
  • 41-59%
  • 60-79%
  • 80-100%

SCORING

Compute your team’s engagement score by summing together responses using the following scoring: a=0, b=1, c=2, d=3, e=4

Based on your responses, your overall team is best described:

  • 0-4: Actively Disengaged. Not only are your team members ineffectual, they actively seek to undermine the goals of the team. As a team, their work performance and quality is likely unacceptable. They care little about meeting goals or the impact of failing do so on others, including customers. It is critical that you immediately understand and address the issues that have brought your team to this point. In order to have any realistic hope of turning this team around, it is likely that you will have to immediately terminate some employees.
  • 5-8: Disengaged. Although such a team does not purposely sabotage or undermine team goals, their work output and quality is significantly subpar. Such employees are unlikely to take pride in their work and have little sense of investment or commitment to their team or organization. Team members would be best categorized as apathetic. It may be that you have a few team members that have had a toxic influence on the rest of the team. Such employees should be put on a “final” performance plan and terminated if they do not significant improvement within 30 days.
  • 9-12: Opportunistic.  Team members in this category are motivated and show discretionary effort when there is something in it for them. They need be shown the proverbial “dangling carrot” before they are willing to put forward their best effort. One might describe the overall team as “lazy.” The employees likely take little pride in their work and feel only a small sense of commitment or loyalty to the team organization. No work group effort achieved great success with such a team. Focus on recognizing and acknowledging those who show initiative and hold them up as an example of what you expect from all team members.
  • 13-16: Engaged. Engaged team members are consistent contributors who do their job and do it well. When asked to help out another or give extra effort, they are perfectly willing to do so but they may not take initiative on their own. They believe in the organization and want to do their part to help it to succeed. Let the team know how much you believe in them and challenge team members to increase their level of achievement in a one specific area. Be very aware of opportunities to recognize employees who show initiative.
  • 17-20: Actively Engaged. These teams are composed of intrinsically motivated employees who fully support the vision and mission of the organization. Actively engaged employees look for opportunities to improve processes and output. They take high levels of initiative and regularly share their suggestions and ideas for improvement. As a leader of such a group you should be focused on providing team members with challenges commensurate with their skills and ambitions, and make sure that they have the resources and training they need to be successful.

How did you score?


Adi Gaskell is Head of Online at the Process Excellence Network