The Team Insights model for measuring commitment

The Team Insights model for measuring commitment

The Team Insights model for measuring commitment

Earlier in this blog, we have spoken of the importance of work commitment and how to measure it , as it is a factor that significantly affects the performance of employees. Having this information is an essential condition for companies who wish to stand out from the competition.

We will focus today on what the Team Insights commitment measurement model looks like.

Nothing is by chance

When our clients use Team Insights, we know that the information collected and used to measure employee engagement is useful and effective.

The Team Insights Model for measuring engagement has been developed from a rigorous review of leading market studies.

The information collected has helped us compile the most common dimensions that critically impact employee motivation and satisfaction, creating a set of 8 key dimensions.

The 8 key dimensions of Team Insights

When creating the key dimensions that Team Insights works with, we ensured that they included hygienic elements (as proposed by Frederick Hezberg in his two-factor theory), motivational elements, and motivational 3.0 elements.

Introducing these three elements ensures a 360º grasp of employee job satisfaction, making sure that the data provided is totally optimal and efficient.

Mission and Vision

The business mission refers to the purpose of the organization, le raison d’etre of their existence.

It provides a framework for actions, based on values that the company wants to transmit and portray, serving as a guide to understand what to expect from the company, and what the company expects from its employees.

The vision is the common goal that all members who are part of the organization want to achieve.

Set goals serves to define the strategy to follow and be able to attain them, always aligned with the business mission.

Culture and Values

Corporate culture is the set of values, principles, beliefs, norms, customs, and the ways of doing things which is shared by the members of the organization.

It is basically the philosophy of life of the organization and the mantra to be followed by the employees.

Resources and facilities

Either if it is material, financial, work, or intangible resources, all of them are necessary for the organization to function properly.

Resources are those that provide the necessary means to carry out the work of an organization, depending on its area of activity.

Recognition and Reward

While rewards are tangible incentives, which are usually financial, recognition is intangible and emotional, helping boost the sense of value and affection.

In any case, both financial incentives and recognition of a job well done are two factors with a high impact on the well-being and job satisfaction of employees.

Development and Training

We refer to training when organizations offer their employees all the resources required to update their skills, capabilities and aptitudes which are necessary to perform their daily activities, as well as the possibility to provide opportunities and scenarios to develop themselves and keep up to date.

Training highlights the particular interest of organizations in the personal and professional growth of their employees.

Working environment and Motivation

This dimension includes both the physical and social environment (emotional), embracing as well as the activities carried out daily in the workplace.

A good working environment encourages motivation, teamwork, loyalty, and satisfaction.

Leadership

The dimension of leadership values the role played by both managers and senior management, including how they interact with the team, how they inspire them and how these teams perceive them.

This is a key factor since people occupying positions of responsibility in management have a significant part in many of the dimensions mentioned above.

Communication

The last dimension that our model analyses is communication, which measures the capacity of a company to transmit and portray their vision, mission and strategy of the organization effectively, thus motivating employees.

The communication with employees is critical so everything flows naturally towards a performance that will uplift the organization as a top star of the market.

The questions

One of the main keys to our battery of questions is that they were formulated under 2 important criteria.

  • The least subjective: we guarantee questions that require a low level of interpretation by the person who answers them.
  • Actionable: we guarantee questions whose answers provide sufficient information to identify improvement actions.

To maximize efficiency, Team Insights offers a solid and robust model in which we avoid open questions, which would automatically force companies to ask again to get a better and deeper insight of the information, making the process of measuring commitment more extensive.

However, we understand that each company is unique, with its own specific needs. This is why we offer extensive customization options that allow us to bring this model closer to the reality of each organization.

Ultimately, Team Insights is a powerful tool that serves not only to measure job satisfaction, but it also helps understand which steps need to be taken to improve it and promote the welfare of workers, skyrocketing the success of the company.

If you wish to obtain more information and know what we can do for you, do not hesitate to contact us . We will be delighted to help you!