Understanding employee feedback is the foundation for creating, attaining, and retaining employee engagement. By assessing levels of employee engagement in their company, leaders and managers may be able to impact employee performance. Employee engagement is an emotional commitment; it is the desire for employees to give their all each day at work and put their best foot forward.

Employees that are engaged are driven to work hard because they care about their jobs and want to assist their company achieve its objectives. They have a clear grasp of their position and how it relates to the company’s overarching goals.

It’s been proven that increasing employee engagement has a direct impact on organization KPIs like increased productivity, turnover, and sales. However, you must first learn how to enhance your business before you can start attaining success. Data from employee engagement surveys may assist HR in determining who is a flight risk to resign, which may seem like an overreach. Instead of having to recruit someone fresh, re-engaging disgruntled employees has a financial benefit.

What is an Employee Engagement Survey?

A quarterly or annual employee engagement survey is implemented company-wide and involves all workers.

The yearly engagement survey is a proven method of gauging employee engagement across the board. This sort of survey is particularly useful for evaluating general engagement trends and establishing benchmarks for tracking nuances over time.

Why is it necessary to conduct an employee engagement survey?

Activities, games, and events aren’t the only ways to keep employees engaged. Performance is driven by employee engagement. Employees that are engaged have a holistic view of the organization and understand their role, where they fit in, and how they contribute.

With trending data, market benchmarks, and robust reporting, an engagement survey helps you:

  • Boost employee confidence
  • Organizations outperform their competition
  • Better decision-making
  • Recognize your organization strengths
  • Give every employee a voice

An employee engagement survey is essential for better understanding your organization’s needs. An organization with a strong employee strategy and a highly engaged staff is more likely to keep top performers and recruit fresh talent. Value-driven businesses with employee-centric cultures are successful.

How do you assess employee engagement in the workplace

1. Identify the goals of involvement.
A survey question that depicts an engaged employee’s behaviors or sentiments is called an engagement outcome. These questions are used to gauge employee pride, commitment, and advocacy.

The present status of employee involvement in the firm might be shown through outcomes.

2. Determine what matters most to your employees.
Engagement drivers are survey questions that may be used to measure employee engagement levels. Employees are frequently asked to assess their feelings about:

  • Teamwork
  • Advancement of your career
  • Management of change and communication
  • Optimism for the future
  • Appreciation and worth

3. Analyze the drivers.
A drivers study determines which factors have the most influence on your organization. You may find through a drivers study those employees who assess a particular driver favorably are more likely to be engaged.

Understanding what drives engagement in your business, identifying weak areas within your top drivers, and implementing programmes aimed at strengthening those drivers is your best option.

  • Teamwork
  • Advancement of your career
  • Management of change and communication
  • Optimism for the future
  • Appreciation and worth

4. Create a plan for constant listening.
Valid and useful survey findings require a frequent survey cycle. But how often should you do staff surveys?

According to research, a quarterly or yearly employee engagement survey is more effective than less frequent measurements. However, habits and preferences evolve with time.

As a result, companies may need to conduct surveys more frequently and in different methods in order to collect all employee perspectives. Pulse surveys may be used to delve deeper into engagement outcomes or to get real-time feedback on any pressing issue.

Engagement Drives

Our Approach

  • Stage 1: Explore

    Understand organizational goals & objectives through interaction with key stakeholders.

    Understand organization’s functioning, systems & processes, and current HR processes & practices

  • Stage 2: Qualitative data & tool development

    Conduct interviews and FGD’S with stakeholders

    Collate & Analyse qualitative data

    Develop relevant tools

    Customized Questionnaire

  • Stage 3: Tool administration

    Administer tools online (www.nimsplsurvey.com) or paper pencil

    Multi global languages questionnaire available

  • Stage 4: Analysis & report

    Collate & analyse quantitative data

    Analysis of Engagement Levels

    • a) Overall Engagement Level
    • b) Demographic aspects wise Engagement Level

    Analysis of Engagement Drivers

    • a) Engagement Drivers
    • b) Demographic aspects wise perceived presence or absence of engagement drivers
    • c) Element wise perceived presence or absence of engagement drivers

    Prepare and Submit Organization Report (Department, Plants, Team, Demographic-wise etc.)

    Presentation to the stakeholders

Employee Engagement Levels

  • Physical Environment
  • Training for Current Role
  • Support from Internal
  • Service Provider

Employee Engagement Drivers & Element wise perceived presence and absence of engagement drivers:

  • Area of Immediate Actions
  • Area of Concern
  • Comfort Zone

Outcome and Report from the survey broadly covers:

  • Employees’ perception on drivers of organizational effectiveness as per the model
    and also on satisfiers and dis-satisfiers
  • Inferences and headlines of survey findings
  • Demographic based effectiveness of organizational drivers (i.e. Department; Age;
    Grade; Length of Service)
  • Recommendations in order of priority for action
  • Presentation to management to share study findings & discuss recommendations

Conclusion:

To get the most out of an employee engagement survey, you’ll need a tool that assists you in asking the appropriate questions at the right time. By making sense of your complicated employee demands, we at Naman HR can help you start making a difference.

Extensive research, leadership buy-in, and a real knowledge of your business’s objectives and requirements are all required to choose the ideal organization for an employee engagement survey. It’s critical to not just shop, but to find a solution while making such a significant decision.

Take the time to go through your organization’s strategic goals and choose a partner that can help you achieve them now and in the future.

FAQs

Can I get a comparative report from a previous survey done?

Yes, we can do a comparative study on key elements which were used in the previous survey.

Apart from the Standard Questionnaire can we add customized questions as per our organization need?

Yes, we can incorporate customized questions.

In how many languages can the survey be conducted?

We can conduct survey is all languages across the Globe.