Development

10 Questions to use in your employee engagement survey

By January 26, 2017 No Comments

Employee_engagementSmart managers know that an organization is not merely a group of employees but a collection of individuals bristling with various emotions. Likewise, successful organizations provide jobs not simply a source of livelihood, but as a means for the employee to reinforce his talents and skills.

To engage employees most effectively, managements should conduct an employee engagement survey and use ideas suggested by experts to improve employee involvement.
To engage employees most effectively, managements should conduct an employee engagement survey and use ideas suggested by experts to improve employee involvement.

Survey Ideas for Engaging Employees Effectively

Periodically, every firms should frame the questionnaire that will help management take a peek into the minds of employees and find out the level of employee engagement in the organization.

Below is a list of questions that can be used to determine how involved:

-What can you do to help relate yourself to the company that you are working for?
-What is your understanding of the objectives and mission of your organization?
-Describe your job responsibilities.
-Does the nature of your work make you feel important in your company’s achievement of its mission?
-Have you been provided with the necessary equipment to deliver the work expected of you?
-Does your immediate superior encourage and support you?
-Have you faced discrimination in any format work?
-When was the last time you were appreciated, encourage or rewarded at work?
-Have you offered any suggestions to improve the quality of work?
-Do you feel that your opinions will be taken into account by the company?

When these surveys are conducted efficiently, organizations reinforce the values and ideas about their mission and objectives among employees.

Processes and decision making in the organization became transparent and based on merit by taking all the employees into confidence and elicit suggestions about a new management practice or strategic change that is being contemplated.

Listening to the feedback from the employees promote a sense of belonging. Without it, he will feel lost, purposeless and soon start searching for a better alternative.

These are only a few examples, and every organization can devise a similar questionnaire to gauge the extent of employees’ engagement.

Every employee that is hired by a company is expected to contribute his or her 100% and give their full dedication towards the job they are designated. However, there are times when a corporation has a few employees that may not be able to give their all. This may be due to some facts that may affect their progress or development. One of the best ways for any company to combat this problem and make their employees give a better output would be by establishing a substantial human resources department that will be able to monitor and manage the progress of their employees.

A human resources department is involved with some factors that contribute towards the progress of an organization. They carry out some surveys which are designed to help employees, as well as the employing organizations, find out their strengths as well as weaknesses. By carrying out an excellent SWOT analysis, companies will be able to manage their workflow efficiently. One of the most idealistic and practical measures to increase the productivity of an employee would be by the human resources development team focusing on employee engagement.
Performing an employee engagement survey is the best way for a company to understand how work is administered and productivity is delivered.

Once an examination has been completed, companies will be able to delegate the right work to the right employee. Such employee engagement service helps the company find assets within the organization and aid workers as well by offering them a better option towards regular raises and promotions.

By carrying out an active employee engagement survey, any organization will be able to procure 100% effort from their workers while they are intellectually and emotionally bonded with the company where they contribute towards the organization’s goals and values. An employee engagement survey is thus a people-efficiency plan where the same workforce can be used to maximize work output by reducing active labor.

Employee Engagement Surveys: A Fresh Approach

The experience in our business over the last two years, and despite the current recession, is that organizations are continuing to invest in improving their understanding of the views, attitudes and work behaviours of their people. There are probably some reasons for this, including the relatively small costs of running such surveys compared to other business activities, but a core dynamic seems to be more to do with a real strategic shift in how organizations are measuring the way that they can best compete in today’s markets.

The recently published MacLeod Review, commissioned by the Department of Business, took an in-depth look at employee engagement and its potential benefits for organizations and staff. The Review includes many samples of companies and organizations where performance and also profitability has been transformed by employee engagement, and in their work, the review team claims to have met numerous employees who explained how their working lives had been changed.

The Review also makes reference to studies that show a clear correlation between engagement and performance ” and also, most vital, between the improving of employee engagement and improving levels of business performance.

The response to the Review has been staggering, and the list of captains of industry that have signed up to the subsequent Sponsor Group is very high profile.

So what does this mean for the future of employee engagement surveys and measurement of employee engagement itself?

The first implication is that the analysis and diagnostic work around employee engagement levels are likely to increase in importance “in boardrooms, within industries, and across business and regional divisions.

Secondly, and because of this, employee engagement measures will have to be seen as even more robust and credible, than some of the Employee Engagement Index products that have been promoted by suppliers over the past three years.

Third, in time companies will want to know much more about the profiles and make-up of engaged employees. The answers that workers give in surveys is one dimension, but other key aspects that include demographics, life stage, personality preferences, career motivations, and so on. These factors are important to understanding as they will affect recruitment strategies and the development of the employer brand.

Fourthly; there will be a trend to more regular employee survey measures, as well as more immediate results and reporting back to line managers. These managers, in turn, will be expected to produce action plans to improve employee engagement, and such action plans will be more high profile than in the past. This requires good IT and deployment of web-enabled tools for the pro-active management of employee engagement.

Finally, what of the specialist companies that currently provide services to employee engagement and talent management surveys and software? We believe that they will need to evolve from pure survey providers to more holistic support partners. They will need to offer complete end-to-end employee engagement programs consisting of the investigation process and its communication, database management over time, reporting and IT systems, plus interactive web development, deployment, and management. Some of us are already doing this; others are still pursuing the methods of the past.