If you’ve run an anonymous engagement survey across your business, you’ll have a set of averages: a percentage who feel engaged, a percentage who don’t, perhaps a breakdown by department. What you won’t have is any real sense of what’s actually driving any one person on your team. Two people can produce identical survey scores for entirely different reasons, and an average tells you nothing about either of them.
The Harrison Assessments Engagement and Employment Expectations report takes a different approach. It looks at eight categories, development, appreciation, remuneration, communication, authority, personal support, social connection, and work-life balance, and shows how important each one is to that individual. For whichever of those turn out to matter most to them, it also shows how well that expectation is currently being met, so you can see exactly where the gaps sit, rather than guessing.
Here’s a real example report, for a sample individual called Andrew Jones, so you can see exactly what this looks like before deciding whether to get your own.