A category is an aggregate of questions on a topic related to employee experience and engagement. By default, you have access to the categories in the tool's library, but you can also customise your own categories (by asking your contact person).
A category can have several uses:
- Gathering specific questions to get a global view on a chosen theme,
- Comparing key themes/topics over a given period or since you started using the tool.
To consult the results by category, click on "Answers" in the banner at the top of your interface.
Thanks to the work of experts and our clients, we have been able to establish the following list (evolving list):
Management
Identify your employees' relationship with their management. Different subjects can be measured through these questions: the proximity with the manager, the level of information transmission, the right to make mistakes, the expectations of the employees regarding the support they receive, etc.
Workspaces
Measure your employees' feelings about the spaces available to them to carry out their tasks. Brightness, decoration, quietness, availability of common areas, catering facilities, etc. Quickly identify the areas where you can take action to improve the experience of your employees on site, or integrate them into your relocation/redevelopment project.
Engagement Barometer
Measure and track the level of engagement of your teams within the company over time. Employee commitment can be defined as the degree of involvement of your employees in achieving the company's objectives, and is reflected in the state of mind and behaviour of the teams.
Through these questions, the idea is to find relevant indicator(s) for your organisation. They can be multiple: feeling of belonging, interest in the proposed missions, projection within the company, taking into account personal initiatives, adherence to the company's values, etc. Once these indicators have been defined, it is important to measure their evolution (by asking the same question) following the actions that you can put in place to deal with the points of improvement raised by the teams.
Company & Culture
The continuous appropriation of the company's values is an important lever for employee commitment.
When an employee is in line with the company's values, he or she feels more involved in the tasks entrusted to him or her, is happier and is more likely to stay with the employer longer. But for this effect to last, the company's values must be visible, inspiring and co-constructed with the employees.
Measure several indicators with regular surveys: Is the information visible? Is it understandable to employees? Are the values clear? Are the values well perceived by the employees?
Career development
Companies that focus on career development outperform their competitors. An employee needs to develop his or her skills and knowledge at the same time. Reinforcing learning, engaging your employees in training, and providing visibility on development opportunities are all levers for employee engagement.
Jubiwee allows you to understand and monitor your employees' expectations, to improve your annual interview processes, and to support your managers in developing their skills.
Working conditions & Tools
Working conditions are the factors that influence the employee's experience, both physically and psychologically, and enable them to have a pleasant or unpleasant experience at work.
Seven main dimensions of working conditions are:
- physical working conditions (e.g. hazardous materials)
- technological working conditions (e.g. software)
- organizational conditions (e.g. teleworking)
- temporal conditions (e.g. night work)
- intensity of work (e.g. repetition of tasks)
- the level of job insecurity (e.g. nature of the contract)
- managerial constraints (e.g. compliance with standards)
Atmosphere & Recognition
Atmosphere represents the general climate in the company which has a positive or negative impact on the employee.
It includes interactions between colleagues, the feeling of belonging, the work atmosphere and all the rituals put in place by the company to create a good atmosphere.
Recognition is the consideration given to the employee by all those with whom he or she comes into contact: managers, colleagues, customers, etc. Recognition can be based on what the employee brings to the table: knowledge and expertise, results in relation to the work done, his or her investment
Transformation
Transformation within a company is a change management strategy to move the company forward in line with future goals. A voluntary mechanism, it involves changing structural elements to meet or anticipate the effectiveness of the organisation. These change initiatives involve efforts that focus on the employee experience.
Management and human resources teams often use change management methods, which rely on the use of defined metrics to create a roadmap for the company's transformation strategy.
Remote work
The Labour Code defines remote work as any form of work organisation in which work that could also have been performed on the employer's premises is performed by an employee away from these premises on a voluntary basis using information and communication technologies.
A concept born in the 1970s in the United States, telework can be based on five criteria: the nature of the wage relationship, the spatial constraint of the work (could it or could it not be performed within the main workplace?), the geographical scale (local, national, international), the nature of the locations (home, telecentres...) and finally the frequency (occasional/regular, time spent).
Jubiwee can help you to keep contact with your employees around the globe.
Integration
Integration is the first time spent in the organisation. It is devoted to learning the different dimensions of socialisation or areas of socialisation. This discovery phase then allows the employee to settle into his/her role. Integration into the company involves decisive issues such as attachment to the organisational culture and the creative acquisition of know-how.
Successfully integrating a new employee means respecting a process that begins before his or her arrival and continues afterwards. This consists of preparing the team to welcome the newcomer, giving him or her all the necessary elements to invest effectively, but also following step by step the different phases of his or her integration to ensure that he or she corresponds to the needs of the position.
With Jubiwee you can measure the level of satisfaction and integration of the newcomers, at different stages of the onboarding process.