Employee engagement and performance management in the digital age



The processes of employee monitoring and performance development are changing: the concepts of work, roles, and responsibilities are no longer static entities. A dynamic hybrid structure and a team-based approach will enable employees to choose the way they want to work.

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Available in: English, Dutch, French, German, Spanish
  • The manager who wants to align the HR department with the company strategy and wants to have a check on whether the HRM system works.
  • The HRM specialist who needs to make his own expertise better known by providing a better HRM approach.
  • The HR manager who needs to get in contact with the people or teams that are not taking part in the development of the strategy.
  • The consultant who is analyzing some HR practices as a possible addition to his client's HRM system.
  • The manager who wants to increase the employee engagement.
Human resource management
how to manage people

when should you adopt new technology?

Better human resources
what is the best way to manage people?

Hybrid work styles
can we have it all?

Performance management
how do you measure performance and reward success?

As you can see, you're not asking your respondents for opinions, satisfaction or agreement. Our scientific research has shown that these are very bad fuel for algorithms. Instead, we ask for verifiable facts or -behaviour. For further reading, you can download our AMAIZE magazine dedicated to this topic or discover the scientific papers in the Resources section.

After you have downloaded this questionnaire, you can - in your Toolbox - edit, add/delete, and translate questions & answers to your liking. Clicking the "Help me PRAIORITIZE" buttons in the Toolbox activates our A.I. to help you finish your masterpiece..

Q. Who drives the change in terms of HR?
  1. Management
  2. HR department
  3. Change is driven bottom-up by the people concerned

Q. How are people rewarded?
  1. Not rewarded
  2. Reward based on output
  3. Reward based on both output and development/potential
The artificial intelligence creating the questionnaires for the store has been inspired by over 11.000 whitepapers from more than 100 noted consultancy firms. Algorithms selected the 20% best papers and grouped papers from different consultancy firms into specific questionnaires. Why settle for less? Here is a summary how we did it.

If you feel you need outside support after conducting your assessment, we recommend the firms that have written the below mentioned whitepapers. Not having a paper selected does NOT mean that a firm does not give good advice.
You will download so much more than a set of questions and answers. This questionnaire contains everything for the full consultancy experience:
  • Respondent profiles for a helicopter view of your audience.
  • A maturity model with which algorithms calculate a six times smarter improvement target (compared to when you leave that to a human).
  • Improvement suggestions (per question) how to move from one answer to another
  • Suggested follow-on projects. After all, moving your organization from A to B might require more than just doing an assessment.
This English questionnaire is also available in Dutch, French, German, and Spanish.


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