Articles By Trenton Pierre

The Fundamentals of Using an Employee Engagement Survey Effectively

downloadThe term employee engagement is a relatively new one.

Presently, it is defined as an employee’s full commitment to and pride in his organization. Engaged employees are more inclined todownload (1) give back to their organization and go the extra mile. They are not just there to work 9-5 days, but are more likely to voluntarily promote their organization’s products and services, advance positive company image and protect its reputation, as well as provide exceptional customer service.

 

downloadEmployee engagement is a two-way street;

employees that feel taken care of return the same level of respect, regard and concern to their employers.Now how exactly does an organization ensure that employee engagement is at a healthy level? Employers now know it is a must to have in the workplace, so how do they make sure they are doing all the right things to cultivate it? The answer to that is simple yet also complicated: develop an employee engagement survey. Using surveys at work may not be a new one and seems rather straightforward to use at first glance, but surveys can in fact be very powerful if used correctly. Below are some of the fundamentals for effectively using this survey. download (3)

Just like other surveys, an employee engagement survey must have a target audience. In this case, this survey can examine engagement levels of the organization as a whole, or can be targeted at smaller units such as departments, regional teams, or even different levels of the organizational hierarchy.

Employers may observe that one group could use more attention than the others, and survey results could tell them just who exactly needs it the most.When it comes to content, an employee engagement survey is broken down into sections that represent areas that an organization wants to look to into. Generally speaking, since employee engagement is all about the mutually beneficial relationship employees have with their organization, survey questions usually revolve around asking them how they feel about current company practices, how positively they view their employer, and how well they see themselves fitting in the organization.

downloadHere are a few examples of statements employers typically include:
  • My personal goals align with the company’s mission and vision.
  • My employers recognize my contributions and see the value I add,see myself building a solid career path in this company in the years to come.
  • My skills are put to good use.
  • I would encourage people I know to join this company.

 

images (1)There is no template for or a “one size fits all” approach towards making questions. Every organization has its own priorities and areas of concern so the process of coming up with one is highly individualized.

Aside from pre-survey steps such as deciding on a target audience and finalizing content, post-survey actions such as effectively using results are just as crucial. Although the primary purpose is to generate research,

 

downloadResults are just as important to employees;

employers forget that employees are just as interested to know how they did. To communicate results effectively, employers must first realize that results cannot be kept secret. An employee engagement survey is for sbtet-results - Copythe benefit of employees, after all. Failing to let them know what was gained from the process can be tantamount saying nothing much was found, and nothing much will be done about it. Secondly, results be conveyed in a timely manner. Delays may make employees feel that there was little to no sense of urgency in acting on results. Lastly, along with results, plans of action stating how weak points will be addressed and how best practices will be maintained must be included.

After 25 years or so later,download (4) Human Resource experts have come a long way in refining the concept of employee engagement. It is definitely still is a work in progress, although they know these things for sure: employee engagement has become an integral part of business strategy, has sure returns on investment, and must be paid attention to if an organization wants to find itself in the top tiers of the corporate jungle. Using an employee engagement survey to keep tabs on how much engagement is fostered or inhibited is one sure way for employers to get to where they want to be.