Many employee surveys focus on employee satisfaction, as it is assumed that satisfied, happy employees will be more productive and have higher retention rates. However, research has shown that employee engagement is a more telling determinant of productivity and performance.
Engaged employees are more than just satisfied with their jobs; they are committed to their company and its goals. They have passion, pride and energy for their work and their organization and are willing to go the extra mile on a regular basis. Employees who are truly engaged stay because they enjoy their work and support their company; disengaged employees stay simply for the paycheques, favourable working conditions or job security. Employees can enjoy their work and be satisfied without being necessarily engaged.
Why is employee engagement important? In addition to boosting productivity and performance, engaged employees are more likely to be loyal to the company, have better mental health, and provide better customer service. A Gallup study found that companies with high employee engagement had 21% higher profitability than those with low engagement.
Measuring Employee Engagement
An employee engagement survey is a great starting place for addressing this issue. Many consulting firms offer such surveys, but you can also create and conduct one independently. To be effective, the survey must examine all aspects of the worker’s job, environment and involvement with the organization, including their opinions on management, direct supervisors, co-workers, employer-employee communication, opportunity for advancement, job characteristics and HR policies.
To design an effective survey, keep questions clear and concise, avoid leading questions, and ensure anonymity to encourage honest responses. Here are some sample questions to help you get started in crafting an engagement survey:
- Do you know what is expected of you at work?
- At work, do you have the opportunity to do what you do best every day?
- Do you receive recognition or praise for a job well done?
- Do you have a positive relationship with your immediate supervisor?
- Do you trust your immediate supervisor?
- Do you trust the upper management of your company?
- Do you receive consistent feedback on your work?
- Are you held accountable for your progress and performance?
- At work, do your opinions seem to count?
- Do you understand how your job relates to the company’s mission/goals?
- Are your fellow employees committed to doing quality work?
- Do you have a close friend at work?
- Are there professional learning and development opportunities within your organization?
Analyzing Results and Implementing Change
It’s important to remember that measuring these factors is not enough. Once a survey is conducted, you must analyze the results and tie them to strategic initiatives to address problem areas. Setting goals and creating an action plan to address problem areas can help companies focus on improving those areas to strive toward a more engaged, productive, and profitable workforce.
Some potential challenges that companies may face include employees’ hesitancy to provide honest feedback for fear of retaliation or concern that their feedback will not be taken seriously. To address these challenges, ensure anonymity, communicate the importance of honest feedback, and share the results and action plan with employees to build trust and transparency.
By incorporating these strategies and tips, companies can use employee engagement surveys to improve workplace culture and productivity, leading to a more engaged, loyal, and profitable workforce.
Take Action to Improve Your Workplace
Caring for and valuing your employees is crucial to building a successful business. Our innovative approach to employee programs ensures they are targeted to your objectives, cater to your employees, and provide flexibility where needed. With Employee Health Benefits, Group Retirement and Pensions, and Health and Wellness Programs, we can help you create a comprehensive solution that meets your unique needs. Invest in your employees to build a stronger, more engaged, more profitable workforce.
