The Multifactor Assessment of Civility (MAC™) assesses workplace civility perceptions among functional workgroups. The MAC™ is comprised of five factors of workplace civility: Coworker Civility, Individual Civility, Supervisor Civility, Work Environment Civility, and Civil Communication. The MAC™ contains 30 items and takes about five minutes to complete. As seen in the Technical Manual, the MAC™ has been validated on over 1000 employees and has ample evidence of reliability and validity.

Improving workplace civility has major positive implications for organizations, such as increased job satisfaction, organization commitment, trust in management, and organizational savings. Higher levels of civility can also help to reduce turnover intentions, absenteeism, and EEO complaints.

Results from the MAC™ are used to design customized interventions to address workgroups with low civility. These interventions can include focused steps such as individual coaching, leadership development, organizational change strategies, and team building.

The MAC™ allows workgroups to establish new civility norms, models for desired behaviors, and steps to confidently address potential future violations. The MAC™ can be used in organizations of any size, including employees at various supervisory and non-supervisory levels.

The Team Cohesion Inventory (TCI™) assesses perceptions of team productivity and collaboration among intact workgroups. The TCI™ is comprised of six factors of Team Cohesion: Team Productivity, Team Trust & Affection, Team Information Sharing, Feeling Valued, and Supervisor, and Personal Relationships. The TCI™ contains 40 items and takes about seven minutes to complete. The TCI™ has been validated on over 600 employees and has an abundant evidence of reliability and validity.

Improving team cohesion can lead to substantial outcomes for organizations, such as increased team and individual job satisfaction, team and organizational commitment, and organizational performance. High team cohesion is also related to lower turnover and absenteeism.

Results from the TCI™ can be used to pinpoint sources of low team cohesion which then can be addressed through customized interventions. These interventions may include enhancing workgroup civility, individual coaching, workgroup communication, and team building strategies.

The TCI™ allows workgroups to establish a new understanding of team interactions, roles, and responsibilities. Although the TCI™ can be used in workgroups of any size and supervisory or non-supervisory levels, it is recommended for workgroups consisting of at least four employees.

Despite the best of intentions, administering an employee engagement survey can actually do more harm than good if it is done wrong. Given our extensive educational training and applied experiences, however, we can help you administer an employee engagement survey the right way.

There are two paths you can take when you administer an employee engagement survey. First, you can create your own, custom-designed survey. Doing so allows you to ask questions about areas you are concerned about, and it avoids asking questions you have no interest in (which are often found in existing employee surveys). Using our validated item formatting, we can help you design questions that will assess what you are interested and leave out the stuff you don’t care about. Then, we’ll host the survey online and/or in-person, perform analyses on the results, transform them into digestible reports, present the findings to all your employees, and provide an action plan with focused goals moving forward, ensuring your company achieves the improvements it desires.

The second path is to use an existing survey. If you are going to go down that path, we strongly recommend you use our reliable and valid Three Dimensional Employee Survey. Whereas most employee engagement surveys provide a one dimensional view of employee attitudes (e.g., job satisfaction), our Three Dimensional Employee Survey asses the employee perspective from three dimensions: at the individual level (via the employee’s perception of their own job satisfaction), from the team perspective (by responding to questions pertaining to workgroup functioning), and from the organizational perspective (by obtaining perceptions of the organizational culture). Graphically, here is a representation of our Three-Dimensional Employee Survey:

No other employee survey so comprehensively and efficiently assesses employee engagement. It only takes about 15 minutes to complete, and we can compare your results to our database of literally thousands of responses!

Whichever path you choose, let us help you administer your employee engagement survey the right way.

If you are not sure which diagnostic tool to choose for your organizational needs, take the guesswork out by having us help you select reliable and valid assessments that best address your needs. We will work to understand your organizational needs and then help you select the best personality instruments, selection tools, and developmental assessments to maximize your talent.

If you cannot find an existing assessment that evaluates what you want, we can work with you to develop content for a custom-made diagnostic tool built specifically for your organizational needs. First, we will work with you to develop questions designed exclusively to assess your needs. Once we have a list of questions, we will collect responses from working employees and statistically analyze the results for you. Then, we will present you with our findings and help you decide which questions to retain for your measure.

The end result is that you will have a reliable and valid assessment that you can be sure measures what it is supposed to measure. Along the way, we will collect evidence to make it legally defensible. And, importantly, you will have sole ownership of that assessment.

Either way, you will end up with an assessment that will increase productivity by utilizing your employees to their fullest potential.