employee-engagement-checklist

Team:
15-Point
Checklist

The 9 Drivers of Exceptional Teams
Driver #6
Exceptional Teams are full of people who love their job. They find their work
stimulating and a challenge that enables them to achieve pre-determined
goals. They feel like they make a positive difference, are acknowledged for
their contribution and understand the part they play in their team’s success.
Highly engaged employees take pride in their work, enjoy what they do and
are willing to put in the extra effort when needed.
How do you rate?
Complete the 15-point checklist and rate yourself against:
4 Key Indicators of Employee Engagement (Outputs)
• The 4 key qualities you need to develop.
9 Drivers of Employee Engagement (Inputs)
• The mindsets, behaviours and practices that enable the development of
the 4 key indicators.
Complete the Employee Engagement Checklist and discover your
engagement strengths and identify areas that need attention. Create a plan
to capitalise on these strengths and improve your deficit areas and you’ll be
well on your way to developing Highly Engaged Employees.
www.exceptionalteams.com.au

Employee Engagement Checklist
for _____________________________________________________
The 4 Key Indicators of Employee Engagement (Outcomes)
A. EFFORT
Do your employees take pride in their work and use discretionary effort often, or do they just ‘work to rule’?
Low
Effort
0 1 2 3 4 5 6 7 8 9 10
High
Effort
B. INITIATIVE
Do your employees show responsibility and initiative? Do they ‘get on with the job’ or are they constantly asking for instructions/permission?
Low
Initiative
0 1 2 3 4 5 6 7 8 9 10
High
Initiative
C. PROGRESS
Is it obvious that employees are making progress towards pre-determined goals and objectives?
Low
Progress
0 1 2 3 4 5 6 7 8 9 10
High
Progress
D. ENJOYMENT
Are there signs that your employees enjoy their working day?
Low
Enjoyment
0 1 2 3 4 5 6 7 8 9 10
High
Enjoyment
The 9 Drivers of Employee Engagement (Inputs)
1. ENGAGEMENT MINDSET
1.1 Desire to Perform Well
Do your people show a desire to perform to a high level and do they set high targets for themselves?
Low Expectations
of Performance
0 1 2 3 4 5 6 7 8 9 10
1.2 Desire to Develop Skills and Career
Do your people demonstrate a desire to develop their careers, and to improve the skills and abilities they need to do their job?
No Desire to Improve
Career and Skills
0 1 2 3 4 5 6 7 8 9 10
1.3 Desire for Job Satisfaction
Do your people demonstrate the desire for job satisfaction? Do they see their work as a ‘craft’ or ‘vocation’ rather than ‘just a job’?
No Concern for
Job Satisfaction
0 1 2 3 4 5 6 7 8 9 10
2. BELONGINGNESS
Does your team have procedures and practices in place that make people feel they belong and are known and valued members of the team?
No Processes to
Promote Inclusion
0 1 2 3 4 5 6 7 8 9 10
3. RECOGNITION
Does your team have procedures and practices in place that demonstrates the company cares about it’s people and appreciates their efforts?
No Processes to Show
Care and Appreciation
0 1 2 3 4 5 6 7 8 9 10
4. PURPOSE
Do your people understand how their individual success contributes to team and organisational success, and how their work serves a higher purpose?
No Connection to
a Higher Purpose
0 1 2 3 4 5 6 7 8 9 10
5. AUTONOMY
Do your employees have a sense of autonomy and feel empowered to take responsibility and demonstrate initiative without being directed to do so?
Low Responsibility
and Self-Direction
0 1 2 3 4 5 6 7 8 9 10
6. MASTERY
Are your employees using their strengths? Are their abilities being stretched and challenged? Are they given opportunities to learn and grow?
Strengths Neglected,
No Challenge, No Learning
0 1 2 3 4 5 6 7 8 9 10
7. FEEDBACK
Do your people get regular individual and team feedback so they know how well they are performing? Does the feedback give them a sense of progress?
No Feedback or
Sense of Progress
0 1 2 3 4 5 6 7 8 9 10
8. FUN
Do your people laugh at work and do they get the chance to have some fun together?
No Laughs or
Opportunities for Fun
0 1 2 3 4 5 6 7 8 9 10
High Expectations
of Performance
Strong Desire to Develop
Career and Skills
People Strive to Optimise
Job Satisfaction
Many Processes to
Promote Inclusion
Many Processes to Show
Care and Appreciation
Clear Connection to
a Higher Purpose
High Responsibility
and Self-Direction
Strengths Utilised,
High Challenge, High Learning
Regular Feedback and
Sense of Progress
Many Laughs and
Opportunities for Fun
9. CONTINUOUS IMPROVEMENT
Does your team have processes in place to evaluate the levels of employee engagement in your team and plan for improvement?
No Improvement
Processes or Activities
0 1 2 3 4 5 6 7 8 9 10
Processes for Evaluating
and Improving Engagement
www.exceptionalteams.com.au

Free Online Assessment
Take your FREE Online Employee Engagement Assessment
and get a a printable report that will highlight your employee
enagement strengths and indicate areas for improvement.
Click on the link below
http://pages.davidkoutsoukis.com/online-employee-engagement-assessment-offer
Check out the Talking Teams blog and discover tools,
tips and tactics to help you build an Exceptional Team.
blog.exceptionalteams.com.au
www.exceptionalteams.com.au