Engagement Survey

Woba's Engagement Survey

Woba has developed The Ultimate Engagement Survey, which is based on various international studies in employee engagement, employee well-being and retention. Among other things. The Multidimensional Work Motivation Scale (MWMS). See explanation below.

In order to both limit and concretize the question frame, Woba has chosen to only include indicators (questions, ed.) which prove to have a significant impact on, for example, employees' intention to leave their workplace, greater general job satisfaction, lower sickness absence and higher engagement in the the work. Together, these parameters mean that you can easily and in real time measure the financial return of your subsequent actions. For example, the human and financial savings of lower sickness absence and higher well-being derived from your efforts.

Thus, Woba's engagement survey only asks about factors that have science behind them, and which are critically necessary to focus on when companies work strategically, purposefully and data-driven with HR efforts and people analytics.

For further references to the studies used or in-depth comments, our dedicated team of advisors is always ready to help you.

The Ultimate Engagement Survey

The Woba Engagement Survey is available in all languages and can be customized as needed.

OBJECTIVES & VISION	My workplace is good at conveying the organization's goals and strategies. My workplace works with clear objectives. The overall vision of the company is clear to me.
MANAGEMENT	I have confidence in the decisions made by my immediate manager My immediate manager communicates openly with me. My immediate manager is good at giving constructive feedback on my work. My immediate manager supports my competence development. My immediate manager leads by example
DEVELOPMENT & CAREER	I have developed new skills in connection with my employment. My current employer offers me good opportunities to develop new job-specific skills. I have good opportunities to advance my career with my current employer.
COLLEGE RELATIONS & SUPPORT	As colleagues, we are good at helping each other when necessary. I consider some colleagues my friends I have the opportunity to spar professionally with my colleagues during my working day.
BALANCE	I have good working hours. I have time to cultivate my private life (family, friends, leisure interests, etc.) alongside my work. I think there is a good balance between my workload and working hours.
AUTONOMY & INFLUENCE	I can decide for myself how I solve my work tasks. I can decide for myself how I organize my working day (e.g. working from home, flexible working hours, etc.). I think that my opinion is important in my current work. I have influence over my work tasks.
RECOGNITION & FEEDBACK	We are generally good at recognizing each other's good achievements. I get the recognition I deserve when I do a good job. I get enough feedback to know if I am doing my job well enough.
CONTENT OF THE WORK	I think my work is meaningful. I have challenging tasks.
PERFORMANCE OF THE WORK	Every day I have the opportunity to do what I do best at my job. I know what is expected of me in my work. I feel competent in my work. I have the tools and materials I need to do my job.
DEPENDENT: STRESS & BURNOUT	To what extent do you feel stressed because of work? I am often exhausted when I get home from work.
DEPENDENT DETENTION	Within the last year, I have considered looking for a new job outside my current workplace. I often think about quitting my current job in the near future. I prefer to be employed by X at least one year into the future.
DEPENDENT – COMMITMENT	Vigorscale: I feel energized at work. Vigorscale: I feel like going to work when I wake up in the morning. Dedication: I am enthusiastic about my work. Dedication: I am proud of my work.
DEPENDENT JOB SATISFACTION	All things considered, how satisfied are you with your current work situation?

D MOTIVATION PROFILE –
The Multidimensional Work Motivation Scale (MWMS)
The stem is “Why do you or would you put efforts into your current job?” and is accompanied by the scale: 1 = “not at all”, 2 = “very little”, 3 = “a
little”, 4 = “moderately”, 5 = “strongly”, 6 = “very strongly”, 7= “completely”.

Amotivation

I don't, because I really feel that I'm wasting my time at work.
I do little because I don’t think this work is worth putting efforts into.
I don’t know why I’m doing this job, it’s pointless work.

Extrinsic regulation—social

To get others’ approval (e.g., supervisor, colleagues, family, clients ...).
Because others will respect me more (e.g., supervisor, colleagues, family, clients ...).
To avoid being criticized by others (e.g., supervisor, colleagues, family, clients ...).

Extrinsic regulation—material

Because others will reward me financially only if I put enough effort in my job (e.g., employer, supervisor...).
Because others offer me greater job security if I put enough effort in my job (e.g., employer, supervisor...).
Because I risk losing my job if I don’t put enough effort in it.

Introjected regulation

Because I have to prove to myself that I can.
Because it makes me feel proud of myself.
Because otherwise, I will feel ashamed of myself.
Because otherwise, I will feel bad about myself. Identified regulation

Identified regulation

Because I personally consider it important to put efforts in this job.
Because putting efforts in this job aligns with my personal values.
Because putting efforts in this job has personal significance to me.

Intrinsic motivation

I have fun doing my job.
Becayse what I do in my work is exciting.
Because the work I do is interesting.