The WOLF Six™

Engaged employees are more productive, more customer focused, more committed and more loyal. 

Are you measuring the level of engagement in your organization?  More importantly, are you doing anything to move the needle?

The WOLF Six™ uses 48 questions to measure six key factors that have been directly correlated with, and consistently tied to, high levels of employee engagement, satisfaction, commitment and loyalty.   These factors have been selected and defined using two decades of direct experience, as well as a number of industry recognized engagement studies. 

• Accountability -- Top companies focus on outcomes.  They define, and rigorously measure, success at every level of the organization.  These measurements ultimately help focus each person, team, and department on driving performance and results. 

• Communication -- Within the best performing organizations, there is agreement about priorities, constant multi-directional dialogue, and a free flow of ideas, suggestions, and constructive criticism.  Communication effectiveness is often just a function of practical efforts and set regular communication practices. 

• Fairness -- The perception of fairness within an organization is a crucial element in driving employee engagement and loyalty.  Few issues create more negative emotion at work than a feeling of injustice, favoritism, or lack of consistent treatment. 

• Growth -- Not all employees have aspirations for career advancement or higher level positions within the company.  However, most do have a desire to be stimulated in their jobs as they learn and develop skills within their own discipline or job function.  It is important that employees experience personal growth and development. 

• Relationships -- The importance of this factor can’t be overstated.  Employees spend a significant percentage of their lives with coworkers.  Interpersonal relationships are critical in impacting whether an employee is engaged, loyal, committed and productive at work. 

• Trust -- This is probably the most difficult element to measure and define in an organization.  Most experts agree that a key element that creates trust is the confidence employees have in leadership’s intentions and their ability to provide a vision and lead effectively.  In addition, employees that trust their coworkers will be open with ideas and confident that they will be respected as individuals.

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