In your 1:1s, sometimes it’s good to check in with your team members about how satisfied they are with their work. One framework for assessing employee satisfaction is the CAMPS score.

With this framework, you ask people on your team to rate their work from 1-10 in terms of certainty, autonomy, meaning, progress, and socialness.

Certainty

Under certainty, you can consider aspects of the work like how predictable are the routines, and how clearly do they understand what is expected of them, or the overall quality of communication within the company.

Autonomy

For autonomy, they can rate how much balance they feel between being given choice and ownership of their work, and how much guidance they receive.

Remember, that for autonomy, it’s not a rating of how lax you are as a manager or how much of a micromanager you are. A high score is for the right level of ownership and challenge, balanced with guidance.

Meaning

For meaning, they can rate how much they feel a sense of purpose behind their work, and how much they believe in the impact of their work.

Progress

For progress, they should rate how much they feel like they’re moving forward or growing.

Socialness

Under socialness, employees rate their personal connections t work, their sense of belonging, or how included they feel in social aspects of work.

Wrapping Up

By using the CAMPS score, you can get a quick read on what’s working and what’s not working for people on your team. You can easily find out what aspect of the work is the source of the problem and start to figure out what sort of interventions may be most beneficial for the people on your team.