Understand the four well-being categories
EVI consists of 15 questions divided into four overarching well-being categories, which together provide an overview of an employee's well-being. Here, we will go through the four categories and provide you with an understanding of what a low score might indicate.
1: Meaning at work
What gives meaning in work varies from individual to individual. For some, it is essential to feel professionally competent and to use many of their competencies daily. For others, feedback from colleagues, leaders, or customers is of great significance. Yet others need to experience they contribute to a greater purpose for the department or the company.
A low score might indicate that your employee:
- Feels that tasks are not aligned with their professional expertise and skills, or that they are not challenging enough.
- Does not perceive tasks as having value for others, such as customers, colleagues, or partners.
- Lacks positive feedback and recognition from you as the immediate leader, colleagues, or partners.
- Struggles to see how their tasks contribute to a larger or important purpose, such as the company's overall mission.
TIPS FOR FOLLOW-UP
- Be curious and investigative about what contributes to meaning for each individual employee.
- Continuously express what your team and company do for customers, citizens, or society in the long run.
- Communicate the purpose of each employee's work and tasks.
2: Leadership and Collaboration
A strong collaboration with the immediate leader holds significant importance for an employee's well-being. As a leader, you have a crucial responsibility in ensuring effective communication and positive collaboration between you and your diverse team members.
A low score might indicate that your employee:
- Desires more or improved daily dialogue and collaboration with you.
- Becomes nervous or feels uneasy during conversations with you.
- Feels that you're not involving them in considerations and decisions that impact their task execution or work environment.
- Feels ignored or dismissed when expressing their professional opinions and/or providing suggestions.
TIPS FOR FOLLOW-UP
- Be open and curious about your employee's perspective.
- Make it clear that honesty is valued, and conversations are safe for your employee.
- Inquire about what's working well and where improvements can be made.
- What can you do to enhance your dialogue and collaboration?
3: Organizational Values
Clear and expressed values that are alive within the organization hold significant importance for well-being. They establish a shared set of values, an understanding that everyone is part of something bigger, and that all are moving in the same direction.
A low score might relate to your employee:
- Experiencing a discrepancy between their own values and the values they encounter in the workplace.
- Not understanding or endorsing your and the broader leadership's goals and strategy for the department/company.
- Perceiving a contrast between what the company/leadership says and what it does.
TIPS FOR FOLLOW-UP
- Be aware if your company has clear values.
- Do you and your employees articulate them in everyday interactions?
- Are your actions aligned with your values?
- Do you acknowledge it when an employee acts in line with the values?
4: Work Rhythm
What creates a good work rhythm varies from person to person. It could be a balance between predictable and unpredictable tasks or between high-paced activities and tasks that allow for deeper focus.
Please note that the scale is reversed here. In order to facilitate a comparison of the categories, the scale for Work Rhythm has been reversed, so that a high score indicates well-being and a low score indicates lack of well-being, just like in the other categories.
A low score might suggest that your employee:
- Lacks structure and predictability in their work life, such as an imbalance between the quantity of complex/challenging tasks and more routine tasks.
- Doesn't feel they have sufficient influence over how work and the workday are structured.
- Has too many/too few tasks.
TIPS FOR FOLLOW-UP
Curiously ask:
- What types of tasks your employee thrives with and why?
- If there's a good flow in the workweek and the types of tasks?
- Is the pace appropriate? Are there enough breaks?
- Is there a good balance between work and personal life?
Need leadership guidance?
Consultation with an AS3 leadership consultant is included in your company's subscription to the EVI well-being survey.
Write directly to Trivselsraadgiver@as3.dk - and we'll call you back.
