Introducing Workify Culture Model 2.0

In an effort to continuously enhance the service Workify provides, we have been hard at work improving upon the Workify Culture Model. Today, we are excited to announce updates to our model that will improve the data and analysis we provide you and your company. In this post we will walk you through, in detail, the changes that we have made and how they will benefit your organization. 

The goal of evolving the current model is to provide a more precise representation of engagement within your organization. Having a more statistically reliable instrument will allow Workify to produce more targeted insights that will support meaningful change that can increase the level of engagement at work.

Continue reading below to learn more about our improved methodology for measuring employee engagement and driving action.

Organizational Engagement Dilemma

Our initial approach to measuring engagement provided a fresh perspective on a traditional space, but as we’ve worked with hundreds of organizations we’ve noticed two emerging trends that are causing friction in the effort to drive better results: Balancing flexibility with simplicity & Reducing time from insight to action.

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Based on client experience and feedback, we approached our I/O Psychology advisory board to review our definition of engagement, the functionality of the culture model, the accuracy of engagement indicators and our question library. We then worked to make changes to our model that would improve the precision of results while maintaining flexibility in the approach. The outcome of the review, as represented by Culture Model 2.0, will increase the speed in generating insights and will more clearly identify your next steps and areas to take action.

Enhanced Definition of Engagement

Simplifying our definition of employee engagement was the first step in developing a model that would begin to reconcile the challenges that companies are facing in improving employee engagement in their companies.

Our refined definition of engagement provides the foundation for an enhanced methodology and the pillars for how we will measure employee engagement.

A More Simplified Approach

While engagement is an employee experience, indicator measurements should provide direction for action by the organization, and we’ve determined that a simplified model with more firmly defined indicators will offer increased statistical accuracy and directional focus.

We’ve mapped our original twelve indicators into 6 more clearly defined indicators:

Our I/O Psychology team analyzed our historical data to determine which indicators trended across the bulk of our baseline surveys. Once they narrowed these indicators, they applied the latest theory and research to determine how we could consolidate the remaining items into new constructs. The result is a simplified set of indicators that’s grounded in I/O research and more strongly tied to our definition of employee engagement.

Simplicity with Precision

Our 12 original indicators have now been rolled up into 6 indicators that best represent our understanding of Employee Engagement. This new model provides a simpler and more accurate method of measuring an employee’s experience of engagement at work.

Having determined a more focused set of indicators, we can provide more confidence in the directional results and insights garnered from your engagement data. In order to harness these insights, the baseline survey approach needed to evolve…

Introducing the New Workify Baseline Survey

We’ve discussed how we refined our definition of engagement and reworked our indicator model, so now it’s time to get to the survey itself.

The new and improved baseline was designed with a singular focus on measuring drivers of engagement as defined by the 6 new indicators. The survey has been extended to a total of 34 questions: 1 eNPS, 1 Retention question, 30 likert questions pertaining to indicators (5 questions per indicator) and 2 qualitative questions. All of the questions in the new baseline were sourced from Workify’s expanded library and many will look familiar from our historic baseline.

So, why have we extended the length of our survey? According to research methodology, asking more questions per indicator will provide more accurate results and stronger insights to the indicators of the survey. This has led to the use of 5 questions per indicator. With our new baseline, the survey length will be short enough to promote high participation, but long enough to provide more statistically relevant direction.

Another adjustment that we’ve made is the introduction of negatively worded likert questions, within each indicator we have added one negatively worded question. Including negatively worded or reverse worded questions in the baseline will serve as a tool for increasing the reliability of the responses. These help to function as an attention check on those who are taking the survey to ensure they are reading the questions and responding appropriately. Once again these updates to our baseline are geared toward improving upon the quality of results being delivered to your organization. As your engagement partner, we feel that it is critical to help organizations continuously improve the accuracy of the data and decisions they are making.

Now that we have summarized the changes to our approach, it is time to unveil the survey itself, please click the button below to view the new Workify Baseline Survey in its entirety.

Keeping a Critical Number

eNPS remains a critical number in the Workify methodology that we will use to help our companies establish a single, trendable metric that can be directly tied to business results. (And benchmark across other companies)

eNPS can be a leading indicator of employee engagement trends at a company and we continue to see a trend, or best practice, of clients including this critical number in company-wide and HR departmental Key Performance Indicator dashboards. As a result, eNPS will continue to play a role in the Workify culture model and baseline survey.

Improved Drill Down Approach & Maintaining Flexibility

In conjunction with the updates to our baseline survey, we have also used our findings to retool our Drill Down process. Drill Down’s have been a central part of our methodology and will remain an important tool in getting underneath the surface of core engagement issues. As companies identify engagement indicators that are draining employee sentiment and morale, Drill Down surveys are deployed to identify root causes and quickly identify action that should be taken. We tasked our I/O Psychology team with the following:

  1. How can we offer more flexibility for our clients via Drill Down surveys?
  2. What changes can we make to shorten the time from insights to action?

A key challenge we’ve experienced is that many times additional survey questions have been requested by organizational leaders for evaluation that contribute to measuring business effectiveness, health, and their overall employee experience that aren’t necessarily key indicators of engagement.

Our analysis of client requests identified five common themes that tie-in with engagement enough to be evaluated within their associations to each engagement indicator in the Drill Down surveys.
These influencers are now an integrated part of our methodology.

Identifying and using these organizational influencers allows us to vastly improve upon Workify’s Baseline to Drill Down concept. We will still be using the Baseline survey to identify which indicators to Drill Down into, but we have now added another level of sophistication to the process.

  • Drill Downs now accomplish two primary functions: (i) to further assess the indicator that is draining engagement and (ii) to explore which influencer may be leading to the broader engagement issue
  • Within all of the indicator Drill Downs, each organizational influencer has a representative question
  • Each question within a Drill Down contributes primarily in the measurement of the engagement indicator, and secondarily can provide insight regarding the organization (via the influencers).
  • To add flexibility, companies can Drill Down on as many indicators as they like and also have the option to pulse into a specific influencer if they like (i.e, Diversity, Accountability, Trust, etc)
  • The Drill Downs are where specific insights can be captured. If an organization would like to add additional custom questions, this would be the space within the framework where that is possible.

The updated Drill Down process was designed with business insights in mind, which is why Drill Downs will grant you the flexibility to customize surveys to address specific areas of interest that are not necessarily touched on in the baseline.

Click here to view the entire set of drill down surveys.

 

Why Culture Model 2.0

In summary, by leveraging indicators and organizational influencers, Workify can help organizations identify, with increased accuracy, specific areas of action that will drive increased employee engagement for a single or multiple indicators.

As laid out from the start of this article, combining all of these changes will allow us to fulfill the simple goal of increasing the value we provide to your organization.  Utilizing Workify Culture Model 2.0 will ultimately improve the quality of insights you receive, thus making it easier for you to take action on your employee feedback.

We are very excited about the changes to the model and we look forward to working with you to implement these updates in your next engagement cycle.

If you have any questions or feedback on Workify Culture Model 2.0 do not hesitate to contact us at clientsuccess@getworkify.com.

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