Engagement Surveys
Why are we doing them?
Our employee engagement surveys help MOSTLY AI:
Hearing your voice. You usually have great ideas!
Identifying areas for improvement. The more we know, the better we can measure, and make improvements.
Measuring how engaged, motivated, and satisfied (or not) MOSTLIES feel towards their work, manager, colleagues and the company overall.
Building a thriving company culture of open feedback.
Turning data into decisions. To drive meaningful change, we need to have data.
But why is it sooooooo long?
There’s a lot to cover! We take the pulse on categories like workload, team work, compensation and benefits, professional growth, diversity, belonging, inclusion, etc.
We measure and improve the engagement drivers that matter most to build a great company culture.
To achieve this đđž, we need to track changes in engagement levels and indicators throughout the time. One single engagement survey is like a snapshot (it captures a single moment in time), but many engagement surveys along the years show the changes and evolution over time.
Ratings and open answers
We use Leapsome’s default questions and ratings (from 0 to 10) in the majority of the questions, with the scores being ranked as:
Promoters (9-10)
đ Neutrals (7-8)
âšī¸ Detractors (0-6)
By doing so we can benchmark our results with the industry’s results. We want to be among the best!
As for the open questions, we kindly ask you to write effective and constructive feedback.
Although the participation on employee engagement surveys is optional, this kind of feedback is healthy and important because it makes us aware of what’s going well and not, and helps deciding where time and energy is best spent. Thanks for playing along! đđŊ
Engagement survey 2023 Q3
Overall score | Participation rate |
|---|---|
wip / 10 | wip % |
Actions
Nov 2023
The overall results will be shared with the department and team leads for review.
Nov - Dec 2023
Each department and team will deep dive in the results.
Dec 2023 - Ongoing: action plans
Each department will take the necessary actions to tackle the challenges that have been identified, including but not limited to the action plan.
Engagement survey 2023 Q1
Overall score | Participation rate |
|---|---|
8.5 / 10 | 80% |
Actions
8-12 May 2023
The overall results will be shared with the department leads for review.
May 2023
Each department and team will deep dive in the results.
May-Ongoing: action plans
Each department will take the necessary actions to tackle the challenges that have been identified, including but not limited to the action plan.
Engagement survey 2022 Q3
Overall score | Participation rate |
|---|---|
7.99 / 10 | 82% |
Actions
28 November 2022
The overall results will be shared with the Department and Team leads for review.
5-9 December 2022
Each department will deep dive in the results.
Each department will prepare an action plan to tackle the challenges that have been identified.
12 December 2022
At the Monthly MOSTLY Status meeting we will share additional insights and actions with you.
Engagement survey 2022 Q2
Overall score | Participation rate | #of comments |
|---|---|---|
8.4 / 10 | 78% | 224 |
Actions
Workload
Hire faster great talents
Review Priorities → OKRs
Mental Health Awareness Month
Webinar
Mental Health Day (Friday May 27th)
Reduced scope for release 2.3
Reward
Create confluence for salary increase process
Review the set-up of the compensation conversation
People & Operations
clear role definition
Documentation
Recognition & Feedback
Management Training on how to provide critical feedback
Introduce peer 2 peer bonus
Promote CEO award
Find here the detailed analysis.