Optimization Survey

Step 1 of 2

We have a clearly defined vision, mission and "why we exist" statements.(Required)

We focus on value alignment within our interview process.(Required)

Employees experience a sense of purpose and fulfillment in their work.(Required)

Our employees are personally invested in our organization's mission & values(Required)

Every role in our company has clearly defined, measurable performance objectives.(Required)

Our rhythm/cadence for touchpoints with our team members is clearly defined and followed.(Required)

We have regular (more than once per year) performance conversations with our team members.(Required)

We have accurate methods of objectively measuring employee performance, allowing us to identify high & low performers.(Required)

We have a competency model established for the business that outlines our expectations around skills & behaviors for our people.(Required)

Employees have visibility as to how they are performing against performance objectives/metrics on an ongoing basis.(Required)

Our compensation & benefits package is highly competitive.(Required)

We have a bonus structure that rewards above-and-beyond performance.(Required)

Aside from tangible rewards, we have effective methods of recognizing high performers.(Required)

We find creative ways to offer flexibility and unique perks to further satisfy & motivate employees.(Required)

Our organization has established and promoted an "employment brand" that attracts top talent.(Required)

We have an internal recruiting team known for filling roles/seats with the right people.(Required)

Before we conduct a search for a new role, all leaders are aligned on the job requirements, the ideal candidate, and what success looks like for that role.(Required)

We have a process for monitoring & improving our company's digital footprint.(Required)

We have a well-established & documented hiring process followed by all.(Required)

We use an evidence-based hiring process that minimizes bias & selects the best candidate for the job.(Required)

Our leaders hold themselves accountable for failures & give others credit for success.(Required)

Our people leaders know how to effectively develop their teams.(Required)

Leaders at our company are comfortable providing timely & specific feedback to their direct reports.(Required)

Leaders are highly transparent about company metrics, share business challenges, and why business decisions are made.(Required)

Leaders at our company build positive, trusting relationships with their direct reports.(Required)

People leaders at our company are provided with excellent tools & resources to be effective at leading & developing their teams.(Required)

Our onboarding process successfully integrates new hires socially & in a way that prepares people to be successful in their roles/seats.(Required)

Leaders regularly discuss development opportunities with their reports.(Required)

Leaders effectively prepare their team members for opportunities that may arise in the future.(Required)

We have effective methods of identifying & developing our high potential employees.(Required)

When team members depart (voluntarily or involuntarily) we perform exit interviews to gather information that will make us better.(Required)

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