Engagement Maturity Model

The Engagement Maturity Model TM is part of an ongoing research effort by Spring International. The purpose of this research is to measure levels of current engagement practices across North America. Our goal is to identify best practices, leaders in industry and develop a roadmap to achieving enterprise wide engagement. A free results report from this research can be obtained from Spring International by submitting your email address at the end of the survey.

For each question, respond for whether the majority of your organization’s North American operations currently uses this practice or plans to implement the practice by the end of the calendar year.

We would like to encourage you to post this survey (through the link above) or forward this survey to others who are working in the fields of engagement, human resources or employee communications.

Feedback

This section asks you to confirm the types of feedback you are currently gathering from your employees. Please answer yes only if the practice is currently instituted throughout your organization, or is planned for this year.

Yes

No

Don't Know

We survey our employees to get their opinions and feedback about our organization

We analyze survey feedback to develop company-wide initiatives

Management provides structured performance feedback sessions (appraisals, etc.) with employees semi-annually or more

Employee performance feedback is designed to be a two-way process

We ask employees to provide structured feedback on management

We create employee feedback groups to represent the voice of employees

We conduct exit interviews

We have a process and/or technology to capture employee input for improving organizational performance

We use online social media for employee communication and feedback

Engagement

This section asks about your current employee engagement practices. Please answer yes only if the practice is currently instituted throughout your organization, or is planned for this year.

Yes

No

Don't Know

We measure and trend employee engagement

We have separate engagement scores and analysis for employee and managers

We build employee engagement scoring into our business scorecard

We create engagement strategies targeted to improve engagement for different segments of employees (segments defined by survey scores)

We identify and prioritize behavior drivers based on significance of impact

We identify factors that lead to engagement/disengagement and build them back into our manager and employee hiring profiles and employee value proposition

Employees have formal career development plans

We assess managers based on people management capabilities

We assess managers based on factors we have identified to drive employee engagement

We hold managers accountable for improving employee engagement

We provide managers training to improve employee engagement

Senior leadership communicates directly with employees at least quarterly

Employees are able to communicate directly with senior leaders

We use the intranet or other tools to create, publish and track progress on action plans

We have an effective performance management system to improve or manage out poor performers

We measure the cost of disengagement through turnover analysis

Processes are in place to gauge the effectiveness of our engagement programs

Contribution

This section asks about practices relating to employee alignment and level of contribution across the organization as a whole. Please answer yes only if the practice is currently instituted throughout your organization, or is planned for this year.

Yes

No

Don't Know

Employees can see that their goals and objectives are clearly aligned to business results

Employees are recognized and/or rewarded for their contributions

We have a process and tools for managers and employees to consider employee strengths with job design and/or project assignments

Employees can determine how to spend the majority of their time to do their job

We provide employees career paths and/or career assistance

We have an effective system and guidelines that allow employees to apply for and change jobs across the company

We provide systems and resources for employees to connect and share interests

We factor in stretch assignments and development opportunities with the majority of job assignments

We connect the employee’s role to a strong mission and sense of purpose

Management collaborates with employees and invites input

We measure employee behaviors to gauge employee brand advocacy

Integration

This section asks about practices that integrate engagement with business performance. Please answer yes only if the practice is currently instituted throughout your organization, or is planned for this year.

Yes

No

Don't Know

Employees are recognized/rewarded for improving the customer experience

We create engagement profiles and corresponding strategies to drive business priorities

We identify business risks for behaviors associated with low engagement and monitor and address low scores by demographics, locations, etc.

We measure the correlation between employee and customer engagement to identify areas for improving customer engagement/loyalty

We establish and quantify direct cause-effect linkage between employee engagement and specific business results (e.g. reduced shrinkage, increased sales, etc.)

We have employee engagement analytics that predict cost and/or revenue outcomes

We measure engagement throughout our supply chain

About You

In order to provide feedback to survey participants, we ask that you share your industry, current title and size of your organization. This information will be used for analysis purposes only and is completely confidential. If you would like a copy of the report - please enter your contact information below.

How many employees does your company have?

What percentage of your employees do you consider as highly engaged? (you may enter the % of engaged employees in your last survey or provide an estimate)

In what sector does your organization operate?

How does your company rank in its industry?

	Market Laggard
	Falling Behind
	Middle of the Road
	Gaining Ground
	Market Leader

When compared to the past five years, how would you rate your company’s performance now?

	N/A
	All time low
	Worse
	Same
	Better
	All time high

What is your company name? (will be used to combine multiple responses from your organization - company names will NOT be used in any reports)

In U.S. dollars, what is your organization’s total revenue?

	Less than $10 million
	$10 to $24 million
	$25 to $49 million
	$50 to $99 million
	$100 to $249 million
	$250 to $499 million
	$500 to $999 million
	$1 to $2 Billion
	$3 to $9 Billion
	$10 Billion plus

What is your current title?

Would you be willing to share best practices or case studies for inclusion in the research report?

	Yes
	No

Please enter your email address, if you would like to receive a copy of the report or wish to share best practices (your email will NOT be used for marketing purposes):