Employee Engagement / Satisfaction Surveys

Conducting engagement surveys is a useful way to gather insight into what is important to your employees. The primary reason for doing engagement surveys is to measure the engagement level of employees. Measuring the key drivers of engagement within any organization will allow assessing whether the employees are engaged or disengaged. While there are no standard drivers of engagement, some commonly assessed factors are advancement, recognition, pay & benefits, job role, training & development opportunities, leadership, work environment, etc.

Engagement surveys are crucial because they give employees a venue for open feedback. Assessing engagement will also allow you to identify areas of best practice within your organization. Conducting employee engagement surveys will allow you to benchmark the data for comparison purposes. Once you’ve assessed how engaged your employees are you can then create an action plan to increase engagement.

• Benefits of Employee Engagement SurveysBenefits of Employee Engagement Surveys

• Give the employer a way to measure how committed, satisfied, and content the employees are.

• The survey can even ask directly how long the employee intends to stay with the organization. Because these surveys are typically anonymous, the answers are likely to be insightful.

• Can be a way to get anonymous feedback on how to improve the organization.

• Can be completely customized to the organization’s needs.

• Can provide insight into where employee morale stands beyond what you see on the surface.

• Can let employees feel heard, which can improve satisfaction.

• The way to track trends from year to year in terms of employee sentiment.

• Can allow the HR team to make informed decisions about what changes could be made in the company culture to improve morale.

• Can even influence employees based on the questions asked.

Post-Engagement Survey - Action Plan Support:

Once we get survey results, need to turn the results into an action plan that will deliver changes. To do so, we support the organization to prepare an action planning framework after discussion with clients, which will ensure a corrective action plan for any organization.

After understanding the themes emerging from the survey results, it would be suggested to create focus groups and manager-led discussions, which can dig further into feedback.

Share initial results with leaders and line managers and brief them on their role in action planning. HR can facilitate action planning but need line managers to take a lead in delivering change.

Act on what you’ve committed to. Be clear about accountability for items in your action plan, deliver quick wins that show change is happening, and keep employees in the loop using your intranet, team meetings, video messages, and infographics.

Keep people interested by sharing updates in creative ways and celebrate milestones as progress is made. People Insight’s results dashboard includes an interactive action planning tool which makes it easy to track action planning progress.

When the company follows up on these changes, it can improve productivity and reduce turnover as a result. Placement1sthas an expert team with the required tool to design, customize, and manage such employee engagement/employee satisfaction surveys for any kind of organization.