An “engagement survey” is the best way to analyse and report on your employee happiness and productivity. An “engaged” employee is someone who is passionate and involved in their work, so it’s important to find out which employees are engaged and which ones are disengaged.
An engagement survey offers a way to measure the thoughts and feelings of staff, which in turn can reveal hugely valuable information about the business itself – from staff's perception of their workload, to working conditions, culture, management and more.
Engagement surveys are also a key business tool to record and measure achievements and collate invaluable feedback about what’s working, what needs improving and what great ideas your employees may have.
Year-round engagement discussions are a vital part of managing a business, but in terms of benchmarking, the survey is still a vital tool. So how do you get it right?
creating an engagement survey
what do you want to ask?
Start by figuring out the exact issues you’re hoping to measure. Avoid the urge to survey too broad a field of topics. Focus on areas such as culture, company behaviour, management and company values.
narrow down the questions
Next, narrow down your questioning so that you only receive feedback you can act on.
For instance, if you ask staff to rate the statement ‘I like my manager’, you actually receive no information about what exactly they like, or dislike, about their boss - so that is a wasted question.
Instead, write statements such as ‘My manager regularly discusses my career aspirations with me’. If the responses to such a statement are negative, you know precisely what needs to be done to improve that rating next year.
think about your responses
Before including it in the survey, analyse every question or statement you’re considering and ask yourself whether, if the responses are negative, you will know exactly how to go about solving the issue or improving results. If not, narrow down the question.
Remember that a question in an engagement survey is, in a way, a promise that you’re going to do something about the issues employees are facing, and is a two-way street. Making promises on which you cannot deliver will only damage engagement.
It can be a strong idea to include an open question at the end, asking the employee to detail their career aspirations. Once again, this must be acted upon by managers and will provide a strong measure of company performance at the next review – given the training opportunities available, is the staff member any closer to their goal?
deliver the survey in an accessible format
Engagement surveys are best delivered in a digital format to ensure the results can be easily collated and changes tracked over time. For small businesses, free online survey tools such as SurveyMonkey are a great option, and make it easy to track, analyse and compute the results. Using digital channels will also ensure the privacy of your employees’ responses, which will encourage them to be more candid in their responses.
Posted: Wednesday, 26 April 2017 - 12:00 PM