Organizations and teams often face a variety of challenges. Focus question sets allow you to quickly and easily set thematic priorities in teamecho surveys.
With the different focus question sets, you can flexibly set focus topics. In addition to the proven teamecho Insights questions, this gives you the opportunity to address your individual challenges and obtain feedback on currently important topics.
Each focus question set deals with a selected topic, such as change or hybrid work. With eight to 13 questions per set, you ask the questions that really matter - systematically, scientifically based and aligned with relevant practical experience.
The focus question set Appreciation and Recognition is available free of charge for all teamecho customers. With it, you can set impulses for more appreciation and promote a sustainable climate of recognition.
The anatomy of a focus question set
Each focus question set contains:
- 1 Topic
- 8-13 questions
- 4 survey intervals
- weekly - one-time: in 4 surveys 2-4 questions are sent each time
- bi-weekly - one-time: in 2 surveys 4-7 questions are sent each time
- four-weekly - one-time: in 1-2 surveys 8-13 questions are sent
- once - in one survey all questions are asked
- Quantitative and qualitative results
- Can be combined with other focus question sets and teamecho Insights
- Own dashboard for result evaluation
The focus question sets work best in combination with TeamEcho Insights - our proven intelligent question set for all key employee satisfaction topics.
Learn more about how to choose the right question set for your team here.
Which focus question sets are available?
teamecho offers you 16 question sets with a total of 133 questions.
|A good togetherness||Strong teams stick together. Find out how employees rate team spirit and solution focus.|
|Apprenticeship - instruction||Apprentices need mentors. Learn directly from your apprentices how they learn from their instructors.|
|Apprenticeship - educational value||Apprentices want to grow in their chosen profession. Look beyond just skills and review what your apprentices are learning as part of the organization.|
|Change - readiness and expectations||Change can be scary. Find out how ready your employees are for change and what their expectations are. So that you can design the process ideally.|
|Change - communicating change||Communication is key. This is especially true during change. Use our focus question set to find out how you can shape communication in change processes.|
|Change - collaboration during change||What does change do to your collaboration? Take a look at how team members perceive collaboration during change processes and how they are supported by their managers.|
|Dealing with stress||Work can be stressful. Learn more about what sources of stress are relevant for your employees and how they deal with stress.|
|Employee engagement||Engaged employees enjoy coming to work and are less likely to change employers. Find out how engaged your teams are.|
|Employer attractiveness||The best minds are hard to find. Find out what makes you attractive as an employer and what you should emphasize in your next job interview.|
|Leadership - competence and development||How do team members rate their leader? Use this opportunity to provide valuable feedback to leaders about their strengths and development opportunities.|
|Meaning of work||People seek meaning in their work. Discover what meaning employees see in what your organization does and in their own work.|
|Net Promoter Score for People (eNPS)||The official Employee Net Promoter Score from Bain & Company including the associated evaluation method in the specially adapted results dashboard.|
|Hybrid work cluster|
|Hybrid work - leadership and culture||It's not easy to maintain a common culture when employees are dispersed. Find out about leadership and culture in hybrid work settings.|
|Hybrid work - flexibility and self-organization||Office, home office, mobile office: a great mix when the conditions are right. Take a look at what your employees experience in the hybrid work setting.|
|Hybrid work - communication and collaboration||Communication is complex. Especially in hybrid work settings. Make visible how well communication works and strengthen your collaboration.|
|Recognition and appreciation||Appreciation not only makes working life more fulfilling. It also protects employees from everyday stress. Take the opportunity to express gratitude and make it visible in your organization.|