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Employee engagement

This is how you create a happy, productive team.

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Articles

Employee engagement

How to Create a Safe and Healthy Organizational Culture in 3 Steps

Employee engagement

Tjahny Bercx on building an open and informal work culture.

Employee engagement

Leading with vitality: CHRO Pieter Versteeg on Sodexo’s proactive approach to employee engagement

Employee engagement

Leading with empathy: Capgemini Tineke Meints’ well-being strategy

Employee engagement

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Interviews

Employee engagement

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Employee engagement

Leading with empathy: Capgemini Tineke Meints’ well-being strategy

Employee engagement

Leading with vitality: CHRO Pieter Versteeg on Sodexo’s proactive approach to employee engagement

White papers

Employee engagement

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Employee engagement

Leading with empathy: Capgemini Tineke Meints’ well-being strategy

Employee engagement

Leading with vitality: CHRO Pieter Versteeg on Sodexo’s proactive approach to employee engagement

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Time needed for the demo session: 30 minutes.

Demos are available for organisational decision makers. During a demo session we provide you with access to our environment and an explanation of our services. After the session you can try our services yourself for 14 days.

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Number Employees

Please enter a number greater than or equal to 0.

Average Salary

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Step 1 of 17

5%

If one of the statements does not apply 100% to your organization, please select the option that comes closest.

Does your organisation have an employee Well-being Strategy?*

Yes

No

Is the employee well-being strategy aligned with the business strategy?*

Yes

No

Is the impact of employee well-being a source of competitive advantage for your organisation? E.g.Your people are thriving and driving exceptional results.*

Yes

No

Are your managers equipped on having effective personal and sensitive conversations?*

Yes

No

Are the principles that drive well-being embedded in your values, behaviours and/or employee value proposition?*

Yes

No

Do senior leaders embody values that are supportive of increased employee well-being?*

Yes

No

Are enablers of growth and well-being deeply ingraned in org values, culture and HR processes? (Talent attraction, onboarding, performance, reward, promotion, succession, leadership development etc)*

Yes

No

Are employees empowered and do they have autonomy, growth and flexibility in their roles?*

Yes

No

Is employee well-being linked with other connected initiatives in the organisation? E.g. Engagement, Culture, Diversity & Inclusion, Learning & Development, Health & Safety, Facilities etc.*

Yes

No

Has your organisation progressed from a purely physical Health & Safety focus to include mental, social and financial health?*

Yes

No

Do you have an offering in place to build resilience for all employees that they can participate in without needing approval?*

Yes

No

Has your well-being approach progressed from curative to preventative / amplification?*

Yes

No

Does your organisation measure a range of KPIs to understand employee well-being? E.g. Engagement, absence, unplanned attrition etc*

Yes

No

Do you have a well-being offering / provider that gives you measurable results, proven positive impact?*

Yes

No

Do you know in which departments people struggle and what is the nature of these issues? E.g. high workload, perfectionism etc.*

Yes

No

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