A stronger starting point for employee engagement
Many organisations take action to improve employee engagement before fully understanding what may be influencing it. This can lead to investment in solutions that do not address the real issue.
Evidence suggests this is more common than many organisations realise. In a survey of senior executives across 91 organisations, most felt the quality of diagnosis before action was poor and that this came at a significant cost.
85%
Rated diagnosis before action as poor
87%
Said this had a
significant cost
Start by understanding the cause
Trust is shaped by everyday experiences, from leadership behaviour and line management to communication, fairness and team relationships.
This guide is designed to be used within employee surveys, focus groups, team discussions or alongside your existing engagement data to explore:
Leadership
Explore whether leaders communicate clearly, act consistently and follow through on what they say.
Communication and Employee Voice
Understand whether people feel informed, heard and confident that speaking up will lead to action.
Line Management
Look at whether managers listen, keep commitments and make it safe for employees to raise concerns.
Fairness
Explore whether decisions, expectations and opportunities are experienced as fair and consistent.
Team Relationships
Consider whether colleagues trust one another, communicate openly and can rely on each other day to day.
The aim is not to produce a definitive trust score.
It is to help you identify patterns, ask better questions and make more informed decisions about where action may be needed.
Free practical guide