Step 1 of 9

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  • Are you achieving your performance goals (growth, profitability, productivity..) within your time-frame set? During times of economic downturn or crisis, goals may need to be revised to be realistic.

  • We set out with clear goals, but we are continually distracted with unexpected things that take our time and so not always achieving the desired results when we would like to.

  • I'm often frustrated with our performance results because we are underachieving. Failing to regularly track and review our results does not give us time to react. Also,not revising our goals during the year when we are exposed to major external threats is demotivating.

  • We are doing better than average on our results but I know we can do better. I just don't know what to change.

  • We set clear measurable goals, track and discuss periodic results regularly and achieve or exceed most of the results we set on time .

  • Do you regularly measure employee engagement and work on continuously improving it?

  • We are really struggling with employee turnover and staff issues. We do not have a process to measure employee engagement.

  • We have done employee surveys in the past but we didn't see any improvements in our engagement scores and our staff participation rate dropped, so we stopped doing them.

  • We conduct an employee engagement survey annually with our staff. Our participation rate is pretty good and our engagement scores are good but they could be better. We share the results with staff and then we try to figure out through the year how to make improvements.

  • We conduct an employee engagement survey annually with our staff and we have a great participation rate. We share the results of the survey with staff and conduct focus groups to brainstorm on ideas for improvement. When we select what we can commit to improve on, we report back with regular progress to staff.

  • Do you regularly measure client engagement and have a process in place to continuously improve it?

  • We are struggling with client retention and really have not defined who our target customer is. We have no process in place to measure client engagement.

  • We are frustrated with client retention issues and we have tried doing client engagement surveys but clients don't like doing them so we gave up on doing them.

  • We have pretty good client retention and get some referral business. We do client engagement surveys but don't really know how to make improvement from the results. We could do better with this.

  • We conduct client engagement surveys regularly and we have a process in place to review the results and make small improvements. Our retention is great and most of our new business is based on referrals.

  • Do you have clearly defined company values that determine how you and your team behave in all business interactions? And do those values become even more important to demonstrate during challenging times?

  • I'm really struggling with telling people how to act or how to behave. When I've tried this I've failed.

  • We have defined our company values and procedures in writing. I'm often frustrated that I'm continuously having to repeat them to people because staff are not aware of the importance.

  • We have defined our values. They are strong and most of our people work at living the values. I can see an opportunity in achieving a deeper buy-in.

  • Our values are clear and simple and resonate with our team. We talk about them routinely and they govern our relationships internally and externally.

  • Do you have a clear,simple vision statement about why your business exists and do staff understand and connect with it?

  • I'm struggling with trying to figure this out. I have lots of ideas in my head but I'm too swamped to get clear on this and share it.

  • I have an idea of what my vision is but it's a bit vague and so I haven't really communicated it or set any goals or timelines around it.

  • I have a clear vision and I demonstrate that every day, but I could articulate it better to gain more buy-in from the team.

  • Everyone in our business and many external to it understand our vision and why we exist. This connection guides and positively influences what we do and how successful we are.

  • Do you have a cohesive leadership team and a plan you execute on to develop leadership at all levels of the business and execute on it consistently?

  • I'm not really sure if our leadership team is cohesive. I'm also struggling with how to put a development plan in place for the leaders in the business.

  • I think our leadership team is cohesive but I'm not really good at developing training programs. I just leave it up to the leaders to figure out what training they need when it arises and we send them on courses.

  • Our leadership team is cohesive. We have a structure in place for some leadership training and mentoring, but we aren't being as proactive as we could to give opportunities to those with potential.

  • Our leadership team is highly cohesive. We have a formalized structure in place to train, mentor and develop leaders in our organization. We identify leadership skills in staff at time of hiring and give staff leadership opportunities to empower and engage them.

  • Do you have written Strategic Business Plan to which your key people contribute to and regularly track and measure against?

  • This is something that I think would be helpful for the business, but I don't have the time to figure out how to get started.

  • We have a strategic plan that we develop every couple of years. Unfortunately, we don't refer to the plan regularly and so by the end of the year we are so behind from our goals that we just end up rolling our goals to the following year.

  • We have a strategic plan that key staff contribute to developing annually. We are doing pretty well but we do not refer to it as much as we should. We could do better with this, I just don't know how to fit that in with our daily demands.

  • We have a strategic plan that key staff contribute to the development of annually. We all meet weekly to review progress on our action plans and monthly to review progress to our key performance measurements.

  • Do you have a regular coaching and feedback process in place for each individual in the organization, and are these meeting scheduled in weekly?

  • I don't really know how and when to coach my team. It's easier just to let them figure things out on their own and when they do something I don't like I left them know.

  • I find it hard to find the time to meet with my staff regularly. Whenever I have the time we sit down and chat about how things are going. I don't like conflict, so I tend to let things go and do the compliment sandwich to make it palatable.

  • We have regular check-in meetings with each member of our teams to track progress and share communication. We don't always give the feedback we should in a timely manner. We could improve with this.

  • Coaching and feedback is part of our leadership culture. We have regular check-in meetings with each member of our teams to develop strong relationships, track progress to defined performance expectations, celebrate success and identify coaching opportunities.

  • Final Step

    One final step before we send you your results, which will enable you to understand where you are and where you want to be.

  • This field is for validation purposes and should be left unchanged.
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