One example of an essential need is support.
Everyone needs support, both professionally and personally. But how much support do you need? Who should provide it? Does it need to be your manager, or could it be your colleagues? Are we ourselves responsible for the support we get? Is supporting others a small or big part of the company culture?
You should not expect to get the answer to all those questions every single month, for every office, team, personality type, and age group. That is not possible.
It is not possible because employees have a survey tolerance. Good design, intuitive flows, and timely reminders do increase response rates, but there is still a limit to what one can expect of one's employees.
At Zoios we send out 11 questions that take less than two minutes to respond to once a month. Zoios is intelligently designed to map the eight essential drivers for well-being and engagement at work.
The 8 essential drivers
The right setup is about evaluating and mapping the drivers that are upstream of (come before) engagement and well-being at work. At the same time, we want the drivers to be actionable so that we can realistically work with them.
That is why we, at Zoios, have developed a framework with eight essential drivers:
- Contribution
- Development
- Social
- Recognition
- Support
- Mindful
- Life harmony
- Optimism
We can evaluate how we perform across these eight drivers, and we can also explain (through advanced statistics) which of the eight has the biggest impact on engagement in a particular team, age group, or division.
That is the part that works like magic.
Every month these insights are converted into initiatives like better onboarding, more social events for young talents, feedback to managers regarding their team's needs, and feedback to leadership about vision and optimism in the organization. Every month.
Understand each of the drivers
In addition to specifying how the company, a specific country, or a team scores on each of these drivers, we can also specify which are most important for that particular group of employees in your organization.
That is crucial.
Your developer team might not need as many social stimuli as your sales reps or marketing specialists. It is also not certain that your new hires need as much work-life balance in the beginning as they want later on.
On the contrary. It is 100% certain that there is a difference in what is important to employees in different companies and employee groups.