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Group 360 Assessments Are What We Do Best
Group 360 Assessments Are
What We Do Best

Origin recently conducted a 360 assessment of 13,541 managers
globally and across all levels within the client organisation issuing
11,893 individual feedback reports. By adopting our professionally
managed phased-approach all this was achieved in as little
as 2 months!
Click here to see how we can do the same for you.

Large-scale Online 360 Assessments
Large-scale 360 Assessments

“from the planning phase, through to the execution system,
and technical support, you have once again enabled
us to facilitate the process within the group, with confidence.
Of special note is your willingness to accommodate certain
special requests and deviations from the status quo.”
Nadine Fedeli -- Manager HR: PSS Talent Management
OD & Change Sasol Shared Services Sasolburg.
We can do the same for you. Click here.

Our Clients
Our Clients

Origin is the measurement solutions provider to some of South Africa’s most prestigious and successful organizations. Click here to see our client list.

Get In Touch With Origin
Get In Touch With Origin

Origin measures what matters most -
People, Performance, and Perceptions.
To get in touch with us click here now.

Why Choose Origin?

Why Choose Origin?

We do the work. This frees up your resources to focus on daily tasks. Our dedicated team of young professionals have the know-how and experience to get a quality job done each and every time.

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360 Assessments

360 Assessments

What we do best. Origin has developed a proven, unique methodology for running 360 assessments.

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Get To Know Us

Get To Know Us

Origin is young and ambitious. The business has evolved over a period of some 15 years. We are now clearly focused on becoming the best measurement solutions provider in the enterprise feedback arena.

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What We Can Do For You

What We Can Do For You

Take the weight off your shoulders. All we need is a clear understanding of your measurement objectives and a list of people participating.

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How to Measure and Improve Employee Engagement

Posted on: September 3rd, 2013 by Liesel Burrows

The following responses are provided by the Young Entrepreneur Council, an invitation-only organization composed of the world’s most promising young entrepreneurs. YEC recently launched #StartupLab, a free virtual mentorship program that helps millions of entrepreneurs start and grow businesses via live video chats, an expert content library and e-mail lessons. 

1. Understand employees’ goals

When interpreting employee engagement surveys, it’s important to understand that each employee has individual goals and values. Therefore, what makes one employee happy might not be the same for another. Improve engagement by understanding your employees’ preferences, seeking their input regularly and creating transparency in communication. — Heather HuhmanCome Recommended

2. Use upward evaluations

I favor upward evaluations in which employees have an opportunity to give feedback to their managers and leadership team. Everyone identifies key items that they want feedback on; then they use these evaluations to see if they are improving over time. This direct feedback is very motivating and makes for actively engaged employees. — David EhrenbergEarly Growth Financial Services

3. Perform employee surveys

In addition to customer surveys, employee surveys can also be very helpful. A high score on customer surveys generally indicates a high level of employee engagement. Furthermore, it’s imperative that you recognize team members for their accomplishments and regularly hold team-building events. — Andrew SchrageMoney Crashers Personal Finance

4. Review experiences with 15Five

We use a weekly review process called 15Five. It takes 15 minutes to answer five questions about employee experience, and each employee shares her thoughts, ideas and feelings. These are rolled up to the manager, then to another person who can hear from each person regularly and provide comments for further engagement. —Shradha AgarwalContextMedia

5. Balance internal and external projects

We give employees the opportunity to choose which internal projects interest them, and they also propose their own ideas and projects using company resources. We shoot for half of their time to be spent on those internal projects and half on external. One of the most successful internal projects was spun off as a separate entity, which was acquired by a bigger company in a seven-figure deal. — Benji RabhanMorrisCore

6. Value work-life balance

At 87AM, we stress the importance of balancing work and life, and we even reward our employees for taking time off and long lunches. I’ve found that younger staff members tend to work without structured breaks, and this has been proven by so many studies to be antithetical to productivity. Having relaxed and happy employees brings about better engagement. — Adam Cunningham, 87AM 

7. Check in with weekly meetings

Weekly 30-minute meetings with employees are vital. Ask each employee two questions: “What do you enjoy about your job?” and “What would you change?” Listen to what you hear. Employees can tell if you truly value their opinions and care about their professional development. Show them that you can sacrifice a short-term project for their long-term development. You and your company will benefit. — Mitch GordonGo Overseas

8. Take an anonymous survey each quarter

Each quarter we e-mail all our employees a copy of our 360-degree survey. In this survey, they anonymously rate themselves, their fellow staff members and our management team in 12 key areas. They can also provide feedback on what they like or don’t like about their jobs. Furthermore, we actually pay cash bonuses to employees who receive the highest ratings by their peers. — Robert Sofia,Platinum Advisor Strategies


Article courtesy of SmartBlog

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