What you will find in this article
LEON helps you measure Well-being and performance through what we call the Performance Index. The scores are calculated at an individual level and benchmarked against similar-sized teams and companies within your specific space. LEON will send different questions to different employees in order to cover continuously the 6 Tracks. We take answers given in the last 7 days to calculate your most up-to-date Team Index score.
The 6 Tracks that make up the LEON Performance Index.
The Performance Index and its methodology have been validated and endorsed by renowned thought leaders such as McKinsey, University of Pennsylvania, Stanford University, and more. The 6 fields presented below have the highest impact on the performance of your employees.
These key indexes are presented below:
The Health Field is made up of two tracks: Burnout and Happiness. A healthy team will be more ready to take on additional work, display a more positive attitude with peers and customers, and is more receptive to feedback. The LEON Health Field is an indicator of an organization's ability to positively adapt to mental and physical stress.
Burnout is a measure of how "spent" your team is. It has to do with their perceived level of stress; the more burnout they feel, the lower their ability to recover from additional stressors.
Happiness is a measure of your team's attitude and mental state. There is an inverse relationship between it and mental health issues that may arise when not treated with care. It's also the level of individual psychological safety and support within the workplace.
The Resilience Field is made up of two tracks: Grit and Adaptability. A resilient team will handle changes better, maintain strength under pressure, and has more willpower to succeed when they are confronted with obstacles. The LEON Resilience Field is an indicator of a level of passion within an organization, and its ability to anticipate, prepare and overcome change.
Grit is a positive, non-cognitive trait based on an individual's perseverance of effort combined with the passion for a particular long-term goal or end state (a powerful motivation to achieve an objective). This perseverance of effort promotes the overcoming of obstacles or challenges that lie on the path to accomplishment and serves as a driving force in achievement realization.
Adaptability measures the ability of an organization to quickly anticipate, prepare and adapt to change, with minimal cost to growth, operations, and the health of its people. In an ever-changing business landscape, adaptable teams thrive where others struggle.
The culture field is made up of two tracks: D&I and Alignment. Organizations with great cultures experience less churn, more innovation, and the satisfaction of knowing they're doing right by their people. The LEON Culture Field is an indicator of cultural trust, diversity, and commitment to the mission and values of an organization.
D&I (Diversity and Inclusion) are part of having an overall equitable workplace which is required for great company cultures. Diversity is the presence of differences within a given setting. Equity is the process of ensuring that processes and programs are impartial, fair, and provide equal possible outcomes for every individual. Inclusion is the practice of ensuring that people feel a sense of belonging in the workplace.
Alignment requires trust, communication, and relationships between managers and peers. Alignment with your organization’s vision, mission, and values ensures that everyone is working harmoniously towards your shared goals; something every strong culture should strive for.
The Check-ins and Surveys
We've created a database of over 200 science-based questions. The LEON questions measure how employees feel based on the Performance Index, which represents the 6 most important dimensions of high performance.
Each survey is generated by LEON automatically and sent to each employee every Monday morning.
A Pulse Survey implies that we are measuring the same things frequently. This means that Survey questions will come up again every 2 months because it’s important to be able to measure change and notice trends for every Track.
In order to paint an accurate picture of your organization or team as a whole, employees will not be receiving the same survey questions. This helps provide you with a complete picture of your team and also helps protect employee anonymity