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All about employee engagement surveys

Do you think that most of the employees in your organization are engaged in their work? How do you really know? 

Consider the employee engagement survey as your  method to find out where you can improve. Employee engagement surveys gather views and insights from employees by allowing them to anonymously answer a questionnaire on a variety of subjects, including leadership effectiveness, opportunities for growth, and the ability to make an impact. This type of survey helps identify issues, measure progress, and lays the foundation for leaders to plan future organizational development. Employee engagement is vital to the health of your organization, and this is one method where you can measure how your efforts and those of your organization’s leaders are stacking up in this area.

Our Employee Engagement Survey is treated as a research project, designed to create a list of things to work on.  The critical difference being that not only are “low scoring” items presented, but data is focused on the items that show the greatest statistical relationship to employee engagement. This ensures that you are working on the right things; the things that actually matter to the employees.

If we look at all the components of employee engagement, we start to see patterns in areas that need improvement and areas where the company is performing well.  We can begin to understand these components better if we separate them into four quadrants:

  • Opportunities: these are the areas of engagement that are performing lower but are highly correlated to engagement.  If these areas are improved, they will have positive effects on overall engagement.
  • Accomplishments: these are the areas that are performing well, and are also highly correlated to engagement.  Thus, they are currently contributing to positive engagement among employees.
  • Windfalls: these areas are found to be highly performing, but are less correlated to engagement.  Thus, even though employees are pleased with the company’s performance, they do not have a large impact on overall engagement.
  • Laggards: these areas are not performing extraordinarily well, but they are also not strongly correlated with engagement.  While ignoring these items is not recommended, they do not have a significant bearing, relative to Opportunities, on employee engagement.

What if you have an already stellar workplace? Did higher performance ever hurt?

Our employee engagement survey results are delivered in a consultative meeting to help you understand how to best interpret and utilize the results and truly understand the trends. At this meeting you can figure out how to get started executing on an action plan to ensure employees are satisfied in your organization. With the insights of this survey, leaders can make the most appropriate people and policy decisions for their organizations so that performance is improved.

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