Employee Passion Survey




What Does the Survey Do?

WHY PASSION MATTERS: Why engagement IS NOT enough to achieve your goals

What is the difference between an engaged employee and a passionate one?

ENGAGED employees are switched on: conscientious about their work, do everything that is expected of them and comply with policies and procedures to the letter.

Then there are PASSIONATE employees: these people don't just stick to the rulebook - they do whatever it takes to delight customers. These emotionally committed employees are passionate about their work, and the organisation they work for.

Employee engagement is just the starting point. Passionate employees take your organisation to the next level.

Survey results cover three areas:

  1. Your employee's needs: personal importance and organisational performance
  2. The level of passion: Levels of passion across the team or entire organisation
  3. The Values that Build Trust: personal importance and organisational performance


The survey measures employee passion on two levels:

  1. Passion for the job: the degree to which employees are emotionally connected to their work and are committed to doing their best.
  2. Passion for the organisation: the degree to which employees are emotionally connected to the purpose, values and vision of the organisation and its leaders.


The application of this survey will:

  • Show you in detail how well your organisation is doing at creating passionate teams
  • Highlight clearly the various strengths and weaknesses so you can pinpoint problem areas and create initiatives to address the problems
  • Enable you to measure the impact of your initiatives on employee passion levels through further surveys and before-after comparison of results
  • Provide the bedrock of data for tailored leadership development, team development, customer service, and other training programmes


The Survey In-Depth



With your Employee Passion survey, you will receive:

  • Workbooks for each team member attending the debrief
  • One-on-One debrief for the organisation head
  • Half-day debrief for all senior team members and department heads
  • Tools and advice for developing employee passion



Check out our latest research and download your free copy. Discover how the Employee Passion Survey can be a meaningful tool for the development of your organisation

Click here to download


No better way of understanding the way this assessment tool works other than trying it yourself.

Click here to try your free Assessment


More interested in the end result? Have a look at a sample report.

Click here to download


The 3CM Approach...its a process not an event

The 3CM High Performance Culture Model

3CM’s unique, five stages, end to end fully integrated approach to organisational improvement drives consulting interventions from issue identification to action and improvement.

Stage 1 – Comprehensive Needs Analysis

3CM employs a powerful evidence-based set of diagnostics to identify the true issues and their underlying causes.

Stage 2 – Consulting Action

A thorough briefing of profile report to align interpretation and integrated action planning software to drive best practice and accountability. (At this stage you can choose to proceed with 3CM or ‘fix it yourself’).

Stage 3 –Coaching

After the briefing sessions, the next steps would be one on one coaching session to go through the result of each individual. In order to track and monitor the progress to keep the improvement process on track. This will highlight different parts of the result to each participant, and present possible solutions for improvement of performance. Coaching is a vital building block in the 3CM Approach.

Stage 4 – Training

Options to attend specific training workshops directly tailored and aligned to your business, market and what your people need to be doing better or differently. (These workshops are NOT off the shelf, by the book, generic training ‘courses’).

Stage 5 – Measuring the Results

Re-assess your candidates level of capability, inspiration and engagement improvement through a selection of either face-to-face interview; on the job observation or demonstration; psychometric testing; third party validation; competency based assessment; workplace project.

Its your move...

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