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1. Identifies people to take the organisation to the next level. These people are gold. They are fire starters. The challenge is to unleash their full potential, to capitalise on their creativity, imagination, and initiative.
2. Brings to light under-performing individuals. Most individuals report average energy. If they were even 10% more efficient, smarter, or focused, the organisation would benefit.
3. Identifies burned out individuals. They may have given up, or may be coasting to retirement, or may have been in a thankless job too long. Whatever the case, they pull down the organisation. Other employees carry the wounded. Management must make a critical decision.
4. Identifies low energy individuals who urgently need help, and whom the organisation wants to save. They may be ill, chronically exhausted, or overworked. If the company can save them, they protect good asset. Loyal employees with deep knowledge enhance the organisation.
5. Pinpoints where organisations are vulnerable legally. Organisations should know whether employees are psychologically abused or bullied. They should know whether inordinate demands hurt employees. They should know whether unsafe or unhealthy environments jeopardise workers.

Measure employee energy and engagement

Objective

Valid

Statistically reliable

Precise

Accurate

Anonymous

Confidential

Something that can

and will be acted upon

Benefits

• Develop healthier staff
• Recognise and reward good work of staff
• Reduce burnout potential
• Retain staff and keep them motivated and fired-up.

Energy fuels an organisation!

Take the EnergyScan now

Employees who have more energy

• Show more passion
• Are self starters
• Enjoy their jobs
• Work better with teams
• Stay with the organisation longer
• Energise the organisation
• Yield more satisfied clients
• Contribute to business development
• Contribute to the organisation’s direction

Employees who have less energy

• Give minimal effort
• Mechanically follow directions
• Claim more sick days
• Passively resist organisational initiatives
• Refuse challenges
• Show less enthusiasm and passion
• Always looking for a better offer
• Compromise client relations