Before starting to collect and analyse data from employees, it is important to consider the organisation’s objectives: What do we want to achieve?

How can you do this?
• Examine the organisation’s vision, mission and strategy (if they exist, of course). These documents tell us something about the organisation’s core values.
• Complete the values exercise for the organisation:
o What do we stand for?
o What do we consider important?
o What are our priorities?
Use Appendix 4: Exercise on values for this.

Now that we know the organisation’s values, it is important to clarify the organisation’s goals and ambitions in terms of energy at work. We can use a Massive Transformative Purpose (MTP) for this. An MTP sets out a big, ambitious goal in a slogan. You can use WHY, HOW and WHAT questions to arrive at your organisation’s MTP. Use Appendix 5: Massive Transformative Purpose for this.

You can also use the technique of question storming to target your organisation’s goals and ambitions. You can find more information about this in Appendix 6: Question storming.

Now that the goals, values and ambitions are known, you can start shaping your data collection. First check what is already there. You can use Appendix 7: Inventory actions on energy, which will help you to identify the existing initiatives in terms of energy at work.

You can then ask employees about their energy needs at work.

How can you ask employees about their energy needs at work?

  • Involve all (groups of) employees
  • Clearly communicate the purpose of the needs assessment and the next steps
  • Choose the right method (see opposite)
  • Protect data confidentiality

In smaller organisations, a qualitative method is often more appropriate than a quantitative method.

Appendix 8: Needs analysis will give you some tips on which method to choose and how to apply it:
1. Interviews, focus groups and open-ended questions
2. Cultural probes
3. Survey research

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