ResilientIQ™ Quiz- If you are an individual contributor, complete this survey based on your personal experience.- If you manage people, complete this survey from the perspective of any employee. How do you think they would answer the questions?

Question Title

How clear is the connection between the work you do and the team's vision, mission, and purpose? (Required.)

1) I don't know the team's vision, mission, or purpose.

2) I'm aware of the team's vision, mission, and purpose, but I'm unsure of my connection to these.

3) I believe my work contributes to the team's vision, mission, and purpose, but it's not clear how.

4) Most of what I do helps the team to achieve its vision, mission, and purpose.

5) There is a strong connection between my work and the team's vision, mission, and purpose.

Question Title

How clearly has your supervisor or manager communicated what you need to do to succeed in your role? (Required.)

1) Not at all. I must constantly ask for clarification on their expectations of my performance.

2) Occasionally my manager provides direction on what I need to do to succeed, but it is very limited.

3) I know what I need to do to succeed with some tasks, but for other tasks it's not clear.

4) Most of the time I know what I need to do to succeed in my role. They regularly reinforce this.

5) My manager always clearly communicates what I need to do to succeed in my role.

Question Title

How often does your manager or supervisor ask for your feedback? (Required.)

1) My manager never asks for my feedback.

2) Rarely. They usually wait until we conduct annual performance reviews to ask for feedback.

3) Sometimes. If there is a major project or issue, I am consulted for input.

4) Frequently. I am almost always asked to provide feedback on any improvement opportunity.

5) Always. My perspectives, concerns, and ideas are always taken into genuine consideration.

Question Title

How often does your supervisor or manager engage you in proactive conversations about your career development? (Required.)

1) We never have a proactive conversation about my career development.

2) The only time we talk about career development is during my annual performance review.

3) About twice a year we will have a proactive career conversation.

4) We have some kind of proactive conversation about my career at least once per quarter.

5) My supervisor constantly encourages me to think about career growth and provides the support I need.

Question Title

How often does your supervisor or manager recognize or celebrate your contributions? (Required.)

1) Never

2) Rarely

3) Sometimes

4) Most of the time

5) Frequently. Celebrating my "small" and "big" wins is a regular occurrence.

Question Title

How often does your supervisor or manager demonstrate that they genuinely care about your well-being? (Required.)

1) I don't believe that they care about my well-being

2) Rarely

3) Sometimes

4) Most of the time

5) I know that they care about my well-being. This is frequently demonstrated to me.

Question Title

To what extent does your supervisor or manager act as a positive role model for your organization's culture and values? (Required.)

1) Never. My manager appears to lack knowledge of the culture and values.

2) Rarely

3) My manager role models the organization's values in some situations, but does not in others.

4) Frequently

5) Always. My manager "lives" the culture and values every day.

Question Title

To what extent are you encouraged to bring your "best self" to work? (Required.)

1) Never. I dread going to work each day.

2) Rarely. I just keep my head down and do my job.

3) I am encouraged to bring my best self to work in some situations.

4) I am encouraged to bring my best self to work most of the time.

5) My organization provides an environment where I am always encouraged to bring my best self to work.

Question Title

How would you characterize the rate of employee turnover (the frequency of people leaving) within your organization over the past 12 months? (Required.)

Very High (Chronic turnover; 'revolving door' environment

High (Frequent departures; noticeable vacancies)

Moderate (Typical turnover for our industry)

Low (Occasional departures, but generally high retention)

Very Low (People rarely leave; the team is very stable)

Question Title

How would you describe the level of enthusiasm and commitment among your colleagues to the organization's mission? (Required.)

Very Low (Widespread apathy or 'quiet quitting')

Low (Most people do the bare minimum)

Moderate (People are generally dutiful but not highly inspired)

High (Most people are motivated and take pride in their work)

Very High (Exceptional energy; people are deeply invested in the mission)

Question Title

How satisfied and loyal are the customers or stakeholders who interact with your organization? (Required.)

Very Dissatisfied (Frequent complaints; high customer churn)

Dissatisfied (Consistency is lacking; customers often express frustration)

Neutral (Customers are satisfied but not particularly loyal)

Satisfied (Positive relationships; customers generally trust us)

Very Satisfied (Strong advocacy; customers frequently recommend us)

ResilientIQ™ Quiz- If you are an individual contributor, complete this survey based on your personal experience.- If you manage people, complete this survey from the perspective of any employee. How do you think they would answer the questions?

Question Title

* How clear is the connection between the work you do and the team's vision, mission, and purpose? (Required.)

Question Title

* How clearly has your supervisor or manager communicated what you need to do to succeed in your role? (Required.)

Question Title

* How often does your manager or supervisor ask for your feedback? (Required.)

Question Title

* How often does your supervisor or manager engage you in proactive conversations about your career development? (Required.)

Question Title

* How often does your supervisor or manager recognize or celebrate your contributions? (Required.)

Question Title

* How often does your supervisor or manager demonstrate that they genuinely care about your well-being? (Required.)

Question Title

* To what extent does your supervisor or manager act as a positive role model for your organization's culture and values? (Required.)

Question Title

* To what extent are you encouraged to bring your "best self" to work? (Required.)

Question Title

* How would you characterize the rate of employee turnover (the frequency of people leaving) within your organization over the past 12 months? (Required.)

Question Title

* How would you describe the level of enthusiasm and commitment among your colleagues to the organization's mission? (Required.)

Question Title

* How satisfied and loyal are the customers or stakeholders who interact with your organization? (Required.)

Question Title

* Share your email to be entered to win free access to our Resilient Change Leader Online Program

How clear is the connection between the work you do and the team's vision, mission, and purpose? (Required.)

How clearly has your supervisor or manager communicated what you need to do to succeed in your role? (Required.)

How often does your manager or supervisor ask for your feedback? (Required.)

How often does your supervisor or manager engage you in proactive conversations about your career development? (Required.)

How often does your supervisor or manager recognize or celebrate your contributions? (Required.)

How often does your supervisor or manager demonstrate that they genuinely care about your well-being? (Required.)

To what extent does your supervisor or manager act as a positive role model for your organization's culture and values? (Required.)

To what extent are you encouraged to bring your "best self" to work? (Required.)

How would you characterize the rate of employee turnover (the frequency of people leaving) within your organization over the past 12 months? (Required.)

How would you describe the level of enthusiasm and commitment among your colleagues to the organization's mission? (Required.)

How satisfied and loyal are the customers or stakeholders who interact with your organization? (Required.)

Share your email to be entered to win free access to our Resilient Change Leader Online Program