[Free Analysis] Your Emotioneering Business Score 2.0

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FIND OUT WHERE YOU ARE AND GET CLEAR ON WHERE YOUR TEAM HR & PERFORMANCE GAPS ARE...
**one business found out that they were at a 5 then we worked to get them over 8 which made 3.2 MILLION as well as a happier much more engaged team**

*Please fill in as honestly as possible. If is not an absolute 'YES' then put 'NO'. If it is something you do not practice or have not come across before then please also choose 'NO'

All of the information is kept private and confidential.

(This will take around 10 - 15 minutes)

""The analysis from this score card was certainly worth it and showed clear areas of opportunity for my team. Thank you"

This form was created by the Modern Mind Group following the Emotioneering Business Blueprint and the 13 Key Areas of Focus. We look forward to sharing your results during your strategy call.

Your Name *

Company Name *

Email address *

Number of Employees *

Contact Number

Is there and incentive plan based on targets for employees and do they all know how it works? *

Is there a incentive plan for the management / supervisor team based on overall achievement of team targets? *

Are there tools or software in place where employees can check their performance? *

Do all the employees know how to use the tools / software to enhance their role? *

Is the leadership team using the tools or software to plan a strategy for revenue development? *

Are senior leaders reviewing the performance results regularly? *

Do You have a Learning Management system? (LMS) *

Do You have a HR management system? (HRMS) *

Is a monthly strategy meeting taking place with your management team? *

Are leaders communicating with the team daily? *

Are leaders conducting coaching sessions with the employees to provide feedback? *

Are leaders holding employees accountable to their performance? *

Are leaders delivering monthly Goal Setting sessions with all employees in their team? *

Are leaders recognising great performance with leader boards, shout outs or employee of the month initiatives? *

Sickness/ Absence Rates are below the industry average? (UK 2.25% 8.3 days per year per employee) *

All Employees fully trust management and this workplace is a trusting environment? *

All Leaders are highly emotionally intelligent and communicate with compassion and empathy? *

All Employees are highly emotionally intelligent and communicate with compassion and empathy? *

All Employees and management have had mental health training / education? *

The company values EQ (Emotional Intelligence) as much as IQ (Intelligence Quotient) *

Employees are encouraged to talk about how they feel 1-2-1? *

The business promotes physical and mental wellbeing *

The business is inclusive and a diverse environment? *

The business is committed to equal rights for all *

The business provides benefits such as health cover or an EAP (Employee Assistance Programme) *

All employees have onboarding training within 30 days of their hire date? *

All managers have had leadership training? *

All employees have had follow up training within 90 days or shadowing to assess competency levels? *

Are employees allowed to learn within their working hours? *

Are additional training workshops being considered or scheduled for further development? *

Are employees encouraged to test products/services and give feedback? *

Do all employees have strong product knowledge? *

Are skills gaps communicated with employees? *

All employees are open to coaching and feedback? *

Are there other product or services that employees can recommend to existing clients? *

Is the business exploring new products or services based on client feedback / demand? *

Do you have products or services that can be bundled together as a package if need be? *

Is a top-down selling approach used to enhance the customer's experience? *

Do employees have a pricing structure? *

Are employees given pricing flexibility? *

Are minimum product prices provided to employees? *

Are products and prices reviewed regularly? *

Is a leader board / KPI results being used to identify top performers fairly? *

Do top performers get the best opportunities? *

Have excellence levels and best practice been defined? *

Have business performance gaps been identified? *

Have SOPs been set in place for processes? (Standard Operating Procedures) *

Are Town Hall sessions taking place with the team? (at least once a quarter) *

Do the leadership team know the mission statement and core values? *

Do the employees know the mission statement and core values? *

Do the employees have a sense of purpose to their work? *

Do managers spend time regularly with the team aid open communication? *

Is there an internal newsletter that is shared with the team? *

Would you describe the environment as an environment that encourages people to smile and laugh? The 'Laugh Factor' *

Are the employees encouraged to provide suggestions / solutions? *

Does the company hold an employee engagement survey? (at least annually) *

Is employee engagement feedback shared with the leadership team? *

Is employee engagement feedback shared with the employees? *

Are there 'out of office' team activities organised? At least twice per year *

Are monthly awards given out? Ie. Most Improved *

Do you run best idea contests? *

Do you promote fun themed days Ie. 'Fun Fridays' or 'charity fund raising days' *

Does your company sponsor contests for the employees (daily, weekly or monthly)? *

Are job descriptions used to set expectations of the role? *

Do all the employees understand what is expected of them? (ie. would it be the same as yours) *

Are there core competencies set for employee roles? *

Do all employees understand that is it part of ther role to support the business commercially? (ie. For growth) *

Is there a three stage interview process for hiring? *

Are commercial questions asked during the interview process to help determine commercial acumen? *

Does the recruitment ad provide potential applicants an idea of the full earning opportunity and benefits? *

Do managers set an expectation during the recruitment process that offering further products and services to clients is required? *

Do you have a defined outline for the type of candidates you are looking for? *

Do the management team interview Top performing employees to determine how they would answer interview questions? *

Is there emphasis on internal promotion? *

Is there an employee referral scheme? *

Do you define and forecast goals the up-coming year? *

Does the leadership team understand goals should be stretch and based on potential? *

Do the leadership team understand KPI's for setting targets (Conversion, Revenue %, etc.) *

Do the employees understand KPI's for setting targets (Conversion, Revenue %, etc.) *

Are the employees committed to the goals that have been set? *

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