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Find out how engaged your employees are through an engagement survey


Posted on 7/15/2015 by Elizabeth in category: survey software articles
For many years, 'employee engagement' concepts have been something managers wanted to employ in their companies. Over 30 years ago, Gallup along with other companies came up with the 'engagement survey' concept, however, it was in the late 1800s that the roots of these surveys were started when a pioneering industrial engineer, Frederick Taylor, studied the impact that people's attitudes had on their productivity inside the steel industry.

In 2014, there was fewer than 31.5 percent (one-third) of US workers who were actually engaged in their work, according to a Gallup poll. This average went up approximately 2 percent from the 29.6 percent it was in 2013, which actually represents the highest reading since tracking engagement levels was first initiated by Gallup in 2000. However, there is still 51 percent of employees who were still 'not engaged' as well as 17.5 percent who were 'actively disengaged' in the year of 2014.

These days, an employee engagement survey is used to provide benchmarking tools and validate surveys for assisting in assessing the level of engagement of your employees.

What Types of Surveys Should You Be Using?

Employee engagement surveys can come in various types, making it easy to fit your company needs. Your company's employee profile, culture, geographical location, and leadership approach will dictate the content and format. A company can start off with a simple survey tool, however, larger firms might consider hiring consultants or using larger online survey software.

Employee Engagement Survey Questions

Assessing the opinions of employees regarding their own engagement is important, research suggests, as well as what their perceptions are of their colleagues' behaviors. Also, in order to diagnose areas that need improving, it is essential to assess the conditions of engagement. Some questions to include are:

  1. What is your feeling of coming to work every morning?
  2. What are some things your managers have done throughout the years to motivate you? What have they done that demotivated you?
  3. What are some words that best describe your feeling of coming to work?
  4. Would you say your colleagues are performing at high levels of service and quality?
  5. Do you feel you are valued in the workplace as well as the work you do?

Although these insights can reveal a lot, too often, companies don't share the data with their employees. Sharing data like this can often be a motivator in itself.

 Simple Steps for Motivating Employee Engagement

  1. Define your vision clearly. Ensure your vision is mapped out for your employees so they can follow it.
  2. Provide your employee with what they need. Never assume that all your employees have everything they need in terms of training, tools and support.
  3. Communicate with your employees well and often. Memos, FAQs, training sessions, newsletters and regular meetings and help you present your vision to your staff.

When your employees feel better about the work they do, they will be less likely to leave. More importantly they will do their best to improve what they do. By increasing the levels of motivation in your employees you can reduce your worker turnover. It's important for companies to pro-actively develop and retain the right employees. You will only benefit your company by investing in your employees.
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