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About Employee Engagement and Employee Engagement Surveys

What is employee engagement?

An engaged employee feels good about their job, they are excited about going to work each day and enthusiastic about the challenges that await them in their job. They have fully bought into the company's mission and believe in working hard to help the company achieve that mission. Engaged employees are fully involved in their work and take personal pride in doing a good job. They seek to learn new skills and to improve processes and practices for the better. They are motivated to perform to the best of their ability and to always endeavour to improve.

Engagement words

This is contrasted with someone who turns up, works their set hours in order to earn enough to live and goes home. They perform their expected job role, sometimes very well, but do not put extra effort into their work, other than that required to keep their jobs. They do not take much pride in what they do and often have little ambition to advance in their role.

 

Beyond this there are actively disengaged employees who try to disrupt the smooth running of a company and stir up trouble with other employees. They stubbornly refuse to do a task unless it is clearly their responsibility.

 

Studies have shown that engaged employees:

Engaged employees

 

Companies with engaged workforces have been shown to be more profitable, so engagement seems like something that all companies should strive for.

 

Why do an employee engagement survey?


A reasonable question – the obvious answer is 'to find out if your employees are engaged.'

 

But what do you do with that knowledge? An engagement survey is more than just a survey – once you have found out if your employees are engaged, you must do something with that knowledge.

 

Successful companies with engaged workforces must also maintain that engagement. The nature of such companies means that they will also be striving to increase engagement even further.

 

Companies which have identified a lack of engagement, either across the workforce or in certain groups, can identify what they need to change in order to increase engagement. One of the key parts of an engagement survey is asking your workforce for their opinions and, once you know what they would like to make them happier in their jobs, make changes to give them what they want. These changes do not need to be big changes; it could be that a small, low cost item would make all the difference.

 

The mere fact that you are doing an engagement survey shows your employees that you care about what they think.

 

Engagement in large organisations


Lots of peopleLarge organisations are traditionally more likely to do an engagement survey. Top management are further removed from the workforce so are less able to tell what the mood is like on the shop floor. Asking employees for their views shows that management are interested in the workforce, and can in itself increase engagement, but real results will be seen if management publish and act on these results.

 

Doing a survey and NOT following up (publishing results and either making changes or explaining why changes cannot be made) can have a detrimental effect on engagement. It is very important to back up the survey with action once the results are analysed. Survey results that are actively ignored by management will lead to employee disengagement.

 

Engagement in small organisations


Four people

With just a handful of employees, management may think they know how engaged their workforce is. Indeed extremes of engagement or disengagement may be easy to spot, but there are degrees of engagement in between these, and maximising engagement will always be of benefit to a company. There may be things that staff will say on an anonymous survey that they won't say to management directly, or something that one person thinks is an issue but they don't mention to anyone else, but a survey could show that several people have the same issue.

 

Whether you have 10 staff or 10,000 staff, the i-comment360 survey tool can provide you with the tools to assess and improve the engagement of your staff!

 

Engagement surveys don't need to be expensive!

One barrier to doing an engagement survey is the cost; yes, there are well know companies that conduct such surveys for very large organisations and these may be expensive, however this does not need to be the case. We believe that engagement is so important to all companies that we are running a complimentary survey offer.

 

Once you have the results of the survey you can plan what changes need to be made. These don't need to be large scale, expensive changes; small low-cost changes may make all the difference. Many potential changes cost nothing at all and just involve changes to processes or procedures.

 

It's not all give, give, give on the part of the company. If the employees ask for flexible hours or a new coffee machine it may cost the company money in the short term, however the improvement in engagement will produce results for the company in the longer term.

 

The future

An engaged employee will have ambition. They may not be the next CEO, but they will always be trying to improve themselves, to learn and grow. They will not be content with the status quo as there is always something better to strive for. Their drive and ambition can be of great benefit to the company if the company nurtures that and allows the employee room to learn and grow.

 

Once you have an engaged employee, you need to keep them that way. That is why it is a good idea to repeat the engagement survey annually. Comparing results from one year to another can show the impact of any changes you have made following a previous survey and assess their success. It can also highlight the impact of any changes in the business (reorganisations, change in ownership, new strategies etc.).

 

Take a look at our Survey Offer and contact us today about setting up your Employee Engagemnet Survey!