People Vox Q18: Employee Engagement Survey: Employees vs. Organization

Connect employee experience with organizational reality

The Q18 provides a comprehensive view of both what employees experience and perceive, and what the organization produces.

Measure what really matters for your management

A closer look at the key implications and organizational outcomes that can benefit your governance.

A Catalyst for Social Dialogue to Drive Sustainable Performance

The Q18 brings together executives, HR, managers, and employees around shared goals to create a lasting impact.

Employee Engagement

A measure of the energy available and mobilized to perform the work, beyond a general opinion of the organization

Organizational Efficiency

Measures an organization’s ability to carry out its missions without unnecessary delays and within the specified timeframes.

Health and Stress at Work

Assessment of the sustainability of daily work: stress levels, physical and cognitive capacity, and recovery between workdays.

Delivered Quality

Measures quality as it is experienced, delivered, and observed internally by teams throughout the value chain

Job Satisfaction

Emotional evaluation of the work experience and sense of belonging to the organization

Management / Steering & Viability

Measuring perceived control over resources (human, material, financial) and perceived economic/budgetary stability

Intention to Stay

Assessment of whether or not an employee wishes to remain with the organization; a predictor of actual turnover.

Social & Environmental Impact

Measures the perceived impact and value of the organization’s activities beyond the economic sphere.

For the past 10 years, we have been conducting our internal employee survey with People Vox every two years as part of our commitment to continuous improvement. Our employees can respond in complete confidence to share their thoughts on topics that are essential to us. People Vox has always met our expectations, provided guidance, and helped advance this initiative through their expertise […]

The added bonus: the People Vox solution allows us to benchmark ourselves against others.

Stéphanie Bailly, HR Director

01 | Defining the Scope of Your Study

Understanding your context, objectives, and target audiences in order to develop a research framework tailored to your specific challenges.

02 | Questionnaire Design

Developing or adapting the questionnaire while ensuring the clarity of the questions, methodological quality, and a positive respondent experience in order to collect reliable and usable data.

03 | Communication

Preparing communication materials for employees, managers, and labor-management partners to foster buy-in and participation.

04 | Preparing for Data Collection

Configuring the survey, filtering rules, distribution lists, access permissions, and anonymization rules to ensure a successful launch.

05 | Data Collection and Field Monitoring

Secure collection of questionnaires, tracking of participation, adjustment of follow-up reminders, and support through the completion of the study.

06 | Data Analysis and Results

Descriptive data analysis, cross-tabulations, and advanced statistical analysis to identify trends, significant discrepancies, weak signals, and priorities for action.

07 | Findings & Recommendations

Production of clear and immediately actionable materials. Our mission: to transform raw data into shared insights and drivers for action.

THE QUESTIONNAIRE

Each question in the PeopleVox Q18 survey...

Is rigorously tested and scientifically validated
Each question measures a specific issue with a high degree of clarity and reliability, producing robust and truly actionable results.
Can be benchmarked against the People Vox Observatory
Each result is put into context using consolidated data from the People Vox Observatory to more accurately identify strengths, weaknesses, and priorities.
Is linked to overall performance indicators
Each question sheds light on a key factor in human and organizational well-being: engagement, retention, health, quality, efficiency, or leadership.
Is linked to concrete action steps
Each result points to actionable steps to help executives, HR directors, and managers target the right levers.

ANALYSES

To take things a step further, Q18 uses a proprietary analytical framework: the People Vox Convergence Matrix. It cross-references individual experience with perceived organizational functioning to identify areas of convergence, untapped potential, performance under strain, or dissonance:

Convergence zone: The employee experience is positive, and the organization is perceived as effective. Human and organizational dynamics reinforce one another.
Untapped potential: Employees are doing fairly well, but the organization has not yet fully transformed this energy into collective effectiveness.
Performance under strain: The organization appears to be functioning, but the individual experience is more fragile. Performance may come at a human cost that requires monitoring.
Dissonance Zone: Both the employee experience and organizational functioning are compromised. Tensions are mounting and call for immediate action.

FAQ

Frequently Asked Questions

What is People Vox Q18? The People Vox Q18 is a short questionnaire designed to measure, in 18 questions, the key human and organizational indicators within a company. It provides a clear picture of the employee experience, as well as its connections to the organization’s overall operations.

What exactly is the Q18 used for? The Q18 is used to quickly identify strengths, weaknesses, and gaps in perception within an organization. It helps executive leadership, HR, and managers gain clear insights to prioritize actions and address social, managerial, and organizational issues.

How is the Q18 different from a traditional engagement survey?

Unlike an engagement survey focused solely on employees’ perceptions, the Q18 links employees’ experiences to organizational outcomes. Its goal is not merely to measure engagement levels, but to provide insights useful for management: what is working, what is deteriorating, and what warrants further investigation or correction.

Why only 18 questions?

The Q18 was designed to be short, reliable, and easily comparable over time. The 18-question format helps minimize respondent fatigue while covering the key dimensions necessary for understanding workplace climate, engagement, and organizational functioning.

Is the Q18 customizable? Yes. The Q18 provides a stable measurement framework, but it can be expanded with additional questions tailored to your specific challenges: transformation, management, work organization, quality of life at work, psychosocial risks, employer brand, or change management. The goal is to maintain the comparability of the core Q18 while tailoring the survey to your specific context.

Can we compare the Q18 results? Yes. Results can be compared over time, across internal populations, or with the People Vox survey when the conditions for comparison are met. This benchmarking approach helps put the results into context and distinguish between issues that are truly a priority and isolated perceptions.

Can the results be broken down by business unit, site, or population?

Yes. The Q18 can be analyzed by segment—such as site, department, job function, status, tenure, team, or any other relevant variable—while adhering to anonymity thresholds. This segmented analysis helps identify internal discrepancies, areas requiring attention, and specific levers for action tailored to each group.

Good decisions start with asking the right questions.

PeopleVox Q18©
The survey that links employee engagement to organizational results

Much more than just an engagement survey