Technique 1.232      Happiness in Change Questionnaire (HiCQ)

Introduction

A happiness questionnaire for change management can be a powerful assessment and engagement tool. It helps understand how people feel about a change process, not just whether they’re complying.

It assesses employees’ emotional well-being, satisfaction and sense of meaning during organisational change.

The HiCQ draws on:

• PERMA model (Seligman) – Positive emotion, Engagement, Relationships, Meaning, Achievement.
• Psychological safety (Amy Edmondson).
• Change readiness and affective commitment to change literature.

Format:

Instructions: Please rate how strongly you agree or disagree with each statement.

Section 1. Positive Emotion and Psychological Safety

Focus: How safe and emotionally supported people feel during change.

1. You feel optimistic about the direction of this change.

2. You feel valued and respected even when you raise concerns.

3. You can express your feelings about this change without fear of negative consequences.

4. You feel encouraged to share new ideas during this transition.

5. You experience moments of enjoyment and humour at work despite the change pressures.

Section 2. Engagement and Flow

Focus: Sense of involvement and meaningful participation.

6. You feel actively engaged in the change process.

7. Your skills and strengths are being used effectively during this change.

8. Time seems to pass quickly when you are involved in change-related work.

9. You are able to focus on what matters most, rather than just reacting to change pressures.

10. You feel a sense of momentum and energy around this change.

Section 3. Relationships and Belonging

Focus: Connection and trust within teams and leadership.

11. You feel a sense of belonging in your team during this change.

12. Your leader genuinely listens to and supports you.

13. You feel that we are “in this together” as a team.

14. Collaboration and teamwork have improved during this change.

15. You trust the people driving the change.

Section 4. Meaning and Purpose

Focus: Understanding and alignment with the bigger picture.

16. You understand why this change is happening.

17. The change aligns with your personal values or sense of purpose.

18. You believe this change will make a positive difference in the long term.

19. You feel proud of how your organisation is evolving.

20. This change gives you a sense of personal growth or learning.

Section 5. Achievement and Progress

Focus: Personal accomplishment and recognition.

21.  You feel that your contributions to the change are recognised.

22.  You can see progress from your efforts related to this change.

23.  You feel more capable now than when the change started.

24.  You are confident in your ability to adapt to future changes.

25.  You feel a sense of satisfaction when reflecting on what has been achieved so far.

Section 6 Some Extra Qualitative Questions

Focus: These deepen understanding beyond numbers:

26.  What aspects of this change make you feel happiest or most fulfilled?

Comments

27.  What aspects create frustration or anxiety for you?

Comments

28.  What would make you feel more positive about the change journey?

Comments

Scoring and Interpretation (Based on first 25 statements)

• Average scores can be calculated per section and overall (out of 5).
• Individual scores below 3 suggest areas requiring attention.
• A balanced happiness profile would show similar scores across sections; if one area (e.g. relationships) lags, that’s a signal for intervention.

(main source: Martin Seligman, 2011)