Every entrepreneur who wants to grow their company needs to stop, observe, reflect. Without a moment of sincere self-evaluation, no strategy can work, no initiative can have an impact.
This is why I propose to you 15 essential questions, simple but powerful, that will help you understand the level of involvement, culture and organizational maturity of your company.
Reply with intellectual honesty. This is not a test to pass, but a tool for understanding if, where and how much to intervene.
The 15 questions for your entrepreneurial self-assessment
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What is really working in my organization in terms of engagement and productivity?
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What’s the best idea I’ve heard about in another organization that I would like to bring to my own?
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How does my company measure the five enabling factors ofemployee engagement?
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What actions should I take to fill any gap?
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How can I have truly motivated employees and not simply present ones?
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How can I “galvanize” all collaborators, making them an active part of the company project?
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Who can I positively influence in my organization to accelerate change?
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What concrete evidence can I use to demonstrate that engagement is a strategic necessity?
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How can I transform the current culture into a more engaging and participatory culture?
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How can I intervene to change apathetic or disengaged behaviors?
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What actions can I take to build trust among everyone in my organization?
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How can I formulate a strategy employee engagement really sustainable over time?
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How can I increase staff commitment to my vision and shared goals?
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How can I make my work environment more pleasant, stimulating and “alive”?
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What can I do to transform my company into the place where people want to stay, grow and be their best?
Because these questions really matter
These questions are as simple as they are decisive.
They’re not just about your organization.
They are about TEA as a leader.
There old entrepreneurial era, based on the principle “I can do everything myself”, is over.
Businesses grow when entrepreneurs understand that the real competitive advantage today is not the procedures, it is not the products, it is not the technology. It’s the people.
And no person truly commits without a system that supports:
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trust
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clarity
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I listen
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growth
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membership
This is what defines theemployee engagement, much more than extemporaneous motivation or isolated incentives.
What to do after answering
If you answered all the questions easily, you probably already understand what works, what doesn’t and what actions to take.
If instead some answers are vague, incomplete or difficult to formulate, it means that:
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There are critical areas in your organization,
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the level of engagement is unclear,
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company culture may not be aligned with future growth,
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a targeted intervention is needed.
In this case It’s not a problem: it’s an opportunity.
An entrepreneur who recognizes a gap is already ahead of 90% of his competitors.
If you want, I can support you in analyzing your answers, building a complete diagnostic or guide you in defining one engagement strategy and organizational culture.
Bibliography
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Bakker, A. B., & Schaufeli, W. B. (2008). Positive Organizational Behavior: Engaged Employees in Flourishing Organizations. Journal of Organizational Behavior.
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Gallup (2023). State of the Global Workplace Report. Gallup Press.
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Kahn, W. A. (1990). Psychological Conditions of Personal Engagement and Disengagement at Work. Academy of Management Journal.
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Kotter, J. P. (1996). Leading Change. Harvard Business School Press.
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MacLeod, D., & Clarke, N. (2009). Engaging for Success: Enhancing Performance Through Employee Engagement. UK Government.
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Rousseau, D. (1995). Psychological Contracts in Organizations. Sage Publications.
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Schein, E. H. (2010). Organizational Culture and Leadership. Jossey Bass.
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Ulrich, D., Brockbank, W. (2005). The HR Value Proposition. Harvard Business Press.
Sitography
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Gallup – Employee Engagement Insights
https://www.gallup.com/workplace -
Engage for Success – UK Government Initiative
https://engageforsuccess.org -
Harvard Business Review – Leadership & Culture
https://hbr.org -
CIPD – Employee Engagement and Organizational Culture
https://www.cipd.co.uk -
McKinsey – Organizational Health & Transformation
https://www.mckinsey.com
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