Why Generic Engagement Surveys Miss the Target
Are You Considering a Generic Employee Engagement Survey?
Engaged workers are more productive and more effective than their unengaged counterparts. There is no question but that high employee engagement promotes high performance. So how do you get there?
Selecting an Employee Engagement Survey
The first step is to identify where your organization stands on the employee engagement continuum. One method is to survey your employees. The trick is to select an employee engagement survey tool that fits your company and then enables appropriate management action.
Generic Employee Engagement Surveys Miss the Target
Be advised…generic employee engagement surveys often require a second round of additional information gathering before you have actionable data. And without actionable data to improve discretionary effort, advocacy and intent to stay, what is the value of surveying your employees?
Customized Engagement Surveys Provide Actionable Data
If you want to improve employee engagement, you will need to customize your survey to identify the engagement drivers that are most important to your specific strategy and your specific workplace culture.
Do Not Forget These Four Employee Groups
In addition to customizing the survey to meet your specific needs, make sure your survey addresses the needs of four often-forgotten discrete employee populations:
#1. Remote Employees
Because they are offsite, remote employees are not able to benefit from the organization’s engagement activities such as on-the-spot coaching conversations, informal “water-cooler” encounters and planned team building activities. But remote employees matter.
Make sure you ask remote workers about their satisfaction with the quality and frequency of communication from headquarters, the effectiveness of their managers and if they feel a true sense of team.
#2. Working Parents
Working parents are committed to their work for the security of their families. They have skill levels and experience you want to retain. When you survey them, wouldn’t you like to know about their satisfaction with compensation, work-life balance and career development?
#3. Freelance Employees
Though freelance employees are not directly on your payroll, they often contribute significantly to your success. Check to see that they feel like a part of the team when they are working on an assignment and are positive about job fit and support from the teams with which they interact.
#4. Future Employees
Don’t forget interns! They have an insight into your company that could be valuable. Ask them the tough questions that could uncover hidden problems. Find out how they see their possible future with the company, how satisfied they are with their introduction to the organization and with the contribution they are making.
The Bottom Line
Generic employee engagement surveys do not add much value. When you design an employee engagement survey, include all types of employees in your questions. A customized assessment will ensure that the effort is worthwhile and that you gather information that hits the real target…responses that, when analyzed, can be translated into actions that increase employee engagement.
To learn more about proven activities to improve employee engagement, download The Top 10 Most Powerful Ways to Boost Employee Engagement.