Organisations can control:

• Add and remove Employees and Consultees
• Re-send enrolment emails with user details (for Employees who report losing that email)
• Select the names of up to 10 sub-groups (e.g., Sales Department) for reporting purposes, and move Employees between sub-groups
• Add their own questions or select other empirically validated measures to add
• Control what is presented during the assessment to Employees (e.g., measure number or measure name)
• Include and adapt the text for a research consent page, including adding a logo to this page
• Generate group Consultee reports
• Download all Consultee and Employee data to date
• Name a contact person that is then inserted onto Employee reports
• Set an assessment schedule for the next four assessments
• Toggle off the ‘Prompt for employment status’ question – for assessments to individuals who all are employed
• Enable or disable access for Employees to the My Activities tab on their individual dashboards
• Control if and how the organisation report is shared – not at all, after a 48-embargo period, or immediately
• Disable Employees seeing any results – i.e., no results on Employee dashboard and no individual pdf reports. They can also re-enable this at any point
• Disable email reminders to Employees (e.g., if they prefer to manage the communications)
• Enable or disable reporting on Flight Risk
• Upload a logo to go on the organisation report and on Employees reports
• Set the period of which an assessment, once started, must be completed (i.e., 24 hours, 48 hours, one week) – for individuals who select to ‘save and continue later’
• Change accounts details, like email and password

In addition, Organisation users can also:

• Download a spreadsheet of completers during an assessment week to see who has completed the assessment and target non-completers with reminders
• Download a manual with explains the extra measures available
• Access a copy of the questions in Word and PDF format for offline administration
• View useful resources (e.g., books on organisational wellbeing)
• Adapt a set of email instructions to employees to assist with onboarding
• View all reports and alert warnings
• See all the My Activities that Employees have access to

Yes. In the organisation dashboard, you can add up to ten free-text questions, ten 0-10 scale questions, and ten 0-7 grid questions. These added questions are presented to employees and consultees at the end of their WoW assessment and before their demographics page. When an organisational report is generated, an excel file of this raw data is saved on the organisational user’s dashboard. In addition, an Organisation can add up to three ‘WoW Suggested Questions’ which are measures of aspects such as engagement, burnout, stress, strengths, personality, emotions, etc.

Contact us and get certified. Once registered, the Organisation dashboard has a document titled ‘Getting Started with WoW’ which outlines via screenshots the steps to setting up your first organisational wellbeing assessment, and the considerations and various options you should consider while doing to. In addition, if you have any questions, email: wow@langleygroup.com.au.

There are very few good competitors in this market. “Most” of our competitor’s assessments are either too long, not based on science, cannot track wellbeing overtime, or do not provide users with reports. Some competitor’s products are also insecure, and unsafe, and they operate without qualified test users on staff.

One good competitor that we could recommend as standing out from the crowd is Happiness at Work Survey. Developed by highly qualified wellbeing scientists in the UK, this assessment has 56 questions, and costs about $10 USD per assessment.

WoW is committed to industry standards regarding user privacy and user confidentiality. Our guiding principle is that the user can determine who they share their data with. We are members of various major professional bodies – such as psychology associations and assessment associations – and our team members are also registered test users with accredited bodies.

Yes. WoW suggests empirically validated approaches to increasing wellbeing via the ‘My Activities’ on Employee and Consultees dashboards. In addition, at the end of Employees and Consultees reports there is a section called “Ways to Wellbeing” where we suggest websites, apps, and books.

If you are a helping professional and would like to use the WoW assessment tool, we ask that you sign up as an Organisation and pay the fee, after which you can use WoW as much as you like with clients. For this option we recommend you use the ‘Your Consultant’ option so that your logo is placed on your users reports and you receive a copy of their results automatically by email. Similarly, if you wish to use WoW in a different commercial venture that is not related to organisational wellbeing assessments, we ask that you register as a Consultant.

When your organisation completes their second (and subsequent) assessment, these results are dynamically integrated with the results of your organisation’s first assessment. For example, your organisational report for your second assessment will display your organisation’s wellbeing results at time 1, and the new results at time 2 (and 3, 4, 5 and so on). It is then easy to see how various aspects of your organisation’s wellbeing have changed over time.

The WoW assessment has been crafted by the top wellbeing assessment scientists in the field, learn more here.

As a consultant we encourage you to get certified in the WoW system so you understand the science behind it and how to make the most of the tool. The WoW team are members of major professional bodies – such as psychology and assessment associations. There should always be caution in interpreting results from a single assessment, or from using a single method, as such information and knowledge should assist in providing a ‘bigger picture’ of your organisation’s wellbeing.

An Employee assessment is generally 50 questions and takes just under 15 minutes on average to complete. Organisations / Consultants can add a select number of extra questions (Organisation Defined Questions) and measures (WoW Suggested Questions) which may make the assessment slightly longer.

When an organisation report is generated at the end of an assessment period (the one or two week open and close dates for the assessment), this organisational report can either be kept from employees, embargoed for 48 hours, and then released, or immediately emailed to all employees and the organisational user at the same time – in the morning of the day following the end of the assessment period.

The research literature has demonstrated various negative effects of organisations withholding or not sharing this information openly and transparently with their employees. In contrast, such open and transparent sharing initiates organisational conversations that assist in improving organisational wellbeing.

WoW determines an “Individual” as any person that has come to its website, registers an account, conducts an assessment, and receives a report. They may be employed, or they may not be.

An “Employee” is a person who has been asked by their ‘Organisation’ (or a ‘Consultant’ aligned with their Organisation) to come to the WoW website, to register and in doing so select their Organisation (and possibly organisation sub-group) or select a Consultant aligned with their Organisation. This is so that the Employee can get personalised wellbeing results, and the Organisation can also get group level anonymous results related to its employees and automatically get a copy of that person’s report.

An “Organisational” user is the person who creates the organisation’s account with WoW – this could also be a Consultant. This person may also create employee accounts. For the Your Organisation option (i.e., Employees), an organisational user can select the assessment frequency (30, 90, 180, 360 days, or custom date periods), add sub-groups (e.g., Marketing department) to their assessment for sub-group reporting, add an organisational logo, add their own questions (Organisation Defined Questions) or further measures suggested by WoW (WoW Suggested Questions), and add / delete employees or change their sub-groups. For the Your Consultant option, the organisational user only gets a copy of the consultees report (and the Organisation’s logo is placed on the consultees report cover page) – all the other options are determined by the consultee. An organisational user needs to be certified in the Work on Wellbeing assessment.

In many organisations, employees may be disengaged and morale low, yet management do not know the full extent of this because it’s not regularly or thoroughly assessed. Some employers are now looking to ascertain, measure, improve, and manage the wellbeing of their people, and management consultants need tools for dealing with stressful organisational change, performance, or wellbeing improvement initiatives.

They are doing this because empirical research is confirming a strong link between employee wellbeing leading to engagement, and then productivity at work, and then to subsequent better business outcomes, profitability, and success.

In particular, it is the link between wellbeing leading to, and underpinning, engagement that has been largely unrealised up until now by most organisations and organisational specialists (e.g., HR managers, coaching and organisational psychologists). Instead, some organisations have focused on ‘wellness’ and the link between physical health and engagement with Health Risk Assessments (e.g., heart checks) and various health provisions (e.g., yoga classes, discounted gym memberships).

Investing in wellness is worthwhile as it increases wellbeing, and then engagement, yet it is not as strong, or as comprehensive, as directly addressing wellbeing.

There is a low, per employee cost, per year. See Individual pricing on the homepage or contact us.

The WoW assessment is the best assessment commercially available. Most other wellbeing assessments are not based on the scientific literature, are not comprehensive, do not provide contextualised results, have very little or no flexibility, and most importantly, do not track wellbeing over time.