Employee Handbook - A tool to develop your self-leadership

Track your results, increase your engagement, and improve your work experience

For our organization and workplace to continue to grow and improve, collecting employee feedback is an important first step. The next step is analyzing the results and taking action to improve them. This work includes HR, managers, and each individual employee. Self-leadership is a critical success factor for an individual as well as organizational success. Eletive is a tool that empowers each employee to have an impact – both on your own employee experience, and on the work environment as a whole.  

Eletive’s questionnaire is scientifically proven

The selection of questions in Eletive is based on scientific research and Organisational Behavior Management theory (OBM). The surveys cover the important drivers behind well-being and engagement, and the question battery has scientifically proven reliability and validity. Your personal engagement report that you receive in Eletive is designed to give you a clear view of data on all drivers. When drivers are covered, you will see which drivers are your strengths and where there is potential for improvement. These insights are an important key to taking meaningful actions to improve your employee experience.

What is employee engagement and why is it important?

Employee engagement describes each employee's involvement with, commitment to, and satisfaction with their work.

Organizations with highly engaged employees show:

  • Happier and healthier employees
  • Reduced sick leave
  • Improved colleague relationships
  • Improved productivity and a higher rate of innovation
  • A stronger employer brand
  • Lower employee turnover
  • Higher customer satisfaction and retention

Your own engagement report

As an employee registered in Eletive with an email address, you get access to your personal report as soon as you have answered your first survey. The report is updated in real-time so that you always can see your most recent result. No one but you has access to your report, your answers are always anonymous and aggregated. In your individual engagement report, you find an engagement index based on your answers. This index represents your overall survey result. A high value means great conditions for strong performance and high productivity.


Further down in the report, you will find the different drivers behind the engagement index. These drivers are fundamental to engagement and wellbeing. You will be able to see which drivers you have rated the highest, lowest, and the drivers in between. The index connected to each driver is an aggregated index based on the score of the questions that belong to each driver. To see which questions belong to a driver, just click on the driver to land in the driver-specific view. In the driver overview, you will find an overall index for the driver and a list with all connected questions.


Each question will have two bars. The top bar represents your answer, and the lower bar represents the benchmark. The benchmark is chosen by your organizational administrator and is the same for everyone in your organization. Hover over the benchmark value to see what you are benchmarking towards. In the dashboard, you can also see the trend for each specific question and track your results over time.


Actionable insights and advice to encourage self-reflection

Every question has specific advice connected to it. The advice is written by organizational psychologists in a way that encourages self-reflection. Read the advice, get inspired, and use it to reflect on how you can improve your work experience and build a great workplace together with your colleagues.


Common pitfalls to avoid

Try to avoid these 3 common pitfalls along the way when working with your engagement and taking meaningful actions:

Not acting on your survey outcome

Don't wait for someone else to act on your personal survey outcome. It is not up to your colleagues or manager to increase your engagement, you can do a lot yourself. Sign in to Eletive to get inspired on how to act on your data by reading the advice accessible in the tool. Own your effort and mistakes. Avoid complaining and blaming; instead, ask yourself what you can do to make things better on a personal level. You should have the same mindset when working on the team result together with your manager and colleagues. 

Not treating others the way you wish to be treated 

When thinking about how you’re treated by your colleagues, remember to also consider your own part of the dynamic. If, for example, you feel like you and your colleagues should be more appreciative of each other’s good work, then remember to give them feedback on their performance. In that way, you show them that you believe in giving and receiving feedback. 

Not sharing your honest opinion 

For your organization and workplace to continue to grow and improve, sharing your honest feedback is essential. When answering a survey and discussing the survey results, your opinions matter and will help your organization to take the best actions to continuously improve. It’s common to feel insecure about communicating your needs or feelings but remember that the first step to finding a solution is always communication. Try to always communicate with your colleagues or manager in a respectful and open-minded way to make them aware of how you feel.