Quiz – Measuring engagement

Learning & Understanding questions help you test your grasp of key APM concepts. They often require careful thinking, not just recalling facts. Some questions describe real situations so you can apply what you have learned.

Why does APM recommend measuring psychological needs (autonomy, relatedness, competence) instead of asking directly about ‘engagement’?

Learning & Understanding questions help you test your grasp of key APM concepts. They often require careful thinking, not just recalling facts. Some questions describe real situations so you can apply what you have learned.

What is the primary benefit of asking multiple survey questions per psychological need?

Learning & Understanding questions help you test your grasp of key APM concepts. They often require careful thinking, not just recalling facts. Some questions describe real situations so you can apply what you have learned.

Why should survey questions focus on the individual’s own experience rather than general team behavior?

Learning & Understanding questions help you test your grasp of key APM concepts. They often require careful thinking, not just recalling facts. Some questions describe real situations so you can apply what you have learned.

A newly formed team, composed entirely of new hires to the organization, has very high engagement survey scores in their first three months, especially on competence and ownership. However, turnover increases sharply in month four. What is the most plausible explanation?

Learning & Understanding questions help you test your grasp of key APM concepts. They often require careful thinking, not just recalling facts. Some questions describe real situations so you can apply what you have learned.

An HR team presents average engagement scores across all departments as the basis for an improvement strategy. Why might this approach be problematic?

Learning & Understanding questions help you test your grasp of key APM concepts. They often require careful thinking, not just recalling facts. Some questions describe real situations so you can apply what you have learned.

Which combination best reflects a well-balanced engagement measurement approach in APM?

Reflection questions invite you to connect the topic to your own work experience. There are no wrong answers. It is a moment to pause, think critically, and gain personal insight.

How do the engagement surveys in your team or organization compare to APM principles? What might they be missing, or measuring poorly?

Assess & Act questions ask you to evaluate a situation and think about what you would do. There is no single right answer. The goal is to recognize patterns and consider practical action.

Which of the following patterns might indicate that your current survey is failing to measure true engagement?

☑ Results show little variation over time, even during major changes
☑ Response rates drop steadily despite reminders
☑ Scores are high but energy, initiative, or ownership are lacking in daily work
☑ Engagement results are used to compare and rank individual teams publicly
Based on your selection: What change could you try in your next measurement cycle?

Challenge & Debate open-ended questions are meant to stretch your thinking. You are invited to take a stance, weigh the pros and cons, and consider different viewpoints. Again, there are no wrong answers, only thoughtful ones.

“If engagement is so dynamic and context-dependent, can we really measure it with a survey?” What’s your view, and what are the risks of doing too much, or too little, with survey data?