369method is based on these 3 categories.

  1. Psychological Safety
  2. Meaningfulness
  3. Psychological Availability

For each category, 6 statements are presented. These are statements such as:

  • I feel part of a team that works together to get the job done;
  • I feel free to fully express myself and give feedback to everyone;
  • My team lead supports and challenges me;
  • I am able to keep a good balance between my work and private life, etc.

In the end a team of employees has their own unique 9 (3 x 3) team-based statements.

From that moment on, the team is ready to engage in two-weekly dialogues and discuss improvement possibilities. The team dialogues don’t need to last for more than one hour to cover improvement areas and present ideas on how to improve. Once the team has decided on how to improve the rating for a specific statement, an action plan is created and followed up on by one or more team member(s). Action plans are tracked live and discussed in the upcoming dialogue, resulting in better scores for specific statements.

Frequently asked questions

What is the 369method?

369method provides the method that empowers employees to improve their individual engagement levels because every employee has a unique view on how to become more engaged.

Where does the 3 from 369method come from?

The inspiration for the title comes from Scientific Literature about Employee Engagement.

Scientific Literature:
According to Kahn (1990), employees ask themselves three crucial questions before any performance.
● To what extent do I feel Safe to perform?
● To what extent does it have a Meaning for me to perform?
● To what extent am I Available to perform?

Extensive research has proven that these three categories; i.e., Psychological Safety, Meaningfulness and Psychological Availability, indicate to what extent an employee is engaged or disengaged. (Kahn, 1990; May, 2004)