The wrkx INDEX™ Survey measures the performance of your workplace against 21 key design elements. These design elements are the characteristics that have been identified as being critical to successful workplaces. 
The 21 design elements span six broad categories:  Connection, Innovation, Productivity, Well-being, Cultural Alignment, and Inclusion. 

Some examples of design elements include: 
“The workplace supports individual, focused work, and private conversations”
“The workplace provides access to the technology and equipment I need to perform my role”
“The workplace supports collaboration and the sharing of ideas” 

The wrkx INDEX™ Survey has been designed by organisational psychologists and workplace design experts to quantify and understand the impact the physical workplace has on an organisation and its people. It is unlikely you are capturing this data within your existing surveys.

The focus and purpose of the wrkx INDEX™ Survey is to examine the impact of the physical workplace on an organisation and its people. To understand this impact, we must ask about key organisational outcome such as engagement, intention to stay and wellbeing. We ask high-level questions to establish the general levels of engagement, intention to stay, and wellbeing, for the sole purpose of demonstrating the impact the workplace environment can have on these areas.

However, this is not the focus on the survey, and it does not provide an in-depth analysis of these complex phenomena which are subject to many influences. For example, the wrkx INDEX™ Survey does not measure important drivers of engagement such as leadership, remuneration, support and resources, and recognition.

When interpreting the business outcomes section of the wrkx INDEX™ report, it is important to view these results as preliminary indicators and interpret them in the fuller context of the responding employees and the organisation.

The Workplace Net Promoter Score (wNPS) measures how likely an employee is to recommend their workplace as a great physical environment to work in. It is scored like any other NPS. A score higher than 0 is considered a good result, while scores over 50 are particularly positive.

The eNPS is a pseudo measure for overall engagement.

The eNPS questions asks employees how likely they were to recommend their employer as a great place to work. A score higher than 0 is considered a good result, while scores over 50 are particularly positive.

While workplace design can have an impact upon employee perceptions of the organisation as a whole, employee engagement is a complex phenomenon subject to many influences.

Even if you have a mandate, it is important to understand the drivers of office attendance and perceptions of flexibility. Perceptions don’t always align to policies. The wrkx INDEX™ Survey will help you to understand:

• How much autonomy employees feel they have when choosing where they work (regardless of mandates or guidance)
• How many days they currently work in the office, and how many days they would prefer to work in the office
• The reasons employees might prefer to work in the office versus remotely, and vice versa
• The type of space employees would use most frequently in the office if it were available to them (e.g., innovation space, huddle space, focus space, meeting space and social space)

Yes, we welcome you to preview the survey. We will send you a preview link via email. We just ask that you do not forward or share the link with anyone else or reproduce the survey in any form. The wrkx INDEX survey is a proprietary tool owned by Axiom.

wrkx was designed by organisational psychologists and workplace design experts, and has been refined over many years. The survey questions have been designed in a way that are applicable to all organisations, regardless of industry, size or maturity. To maintain the integrity of the survey and its data, we cannot make changes to the survey questions.

However, there are ways you can tailor the survey. Firstly, you are invited to choose the level of demographic detail we ask your staff.

Secondly, in some instances we can accommodate up to four additional questions at the end of the survey if there is a compelling reason to do so.

There is still enormous value in running the survey only once the new workplace has been redesigned. However, you will miss out on the opportunity to see how your scores have changed from your previous workplace and your new workplace.

Yes, you can but we do not advise this. The executive team are important decision makers and often have a good sense of what would benefit their employees. However, there are many benefits to inviting employees to share their views.

We have also noticed some executives can sometimes be misaligned with particular cohorts. By the nature of their roles, executives can have different ways of working and perspectives that differ from other roles or levels.

The executive team will be consulted heavily throughout the design process with multiple deep dive focus groups. Their views are taken very seriously. However, we see the best results when all employees are given the chance to share their views.

Our survey is designed by workplace experts and organisational psychologists and asks questions in a way which assesses the overall design elements of a workplace. It does not ask about specific facilities or provide an opportunity for employees to put forward their ‘wish list’. You are welcome to preview the survey to get a feel for how we strike this balance.

Demographics refers to the statistical characteristics of human populations.

When we refer to a representative sample, we mean that we have collected data from a sample of employees which accurately represents the characteristics of the entire organisation. It's known as a representative sample because the answers obtained from surveying this sample of employees, accurately reflects the results you would achieve by surveying the entire organisation. For example, if your organisation has 30 employees with 15 males and 15 females, a representative sample might include 18 employees: with 9 males and 9 females. Even though not all employees have been surveyed, we have heard from employee groups in equivalent proportions.

You will be provided with a comprehensive report weeks after the conclusion of the survey. The report will be presented during in a planned debriefing session with the project team. Contact us to see a sample of a completed wrkx report.

Wrkx can tell you how often your staff are coming into the office, and how often they would prefer to come into the office. Importantly, wrkx identifies the reason for their attendance and preferences.

Wrkx is a value-adding service for our clients. By charging a fee, we can continue to provide a high-quality, robust, analytic tool which brings value to our clients.