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Our employee engagement tool is based on statistical analysis and widely supported by industry research, and goes beyond employee satisfaction. This effective and proven solution will enable your organisation to work smarter, faster and easier. It will help you Identify, Understand, and Fix Employee Engagement Problems
Engagement is measured using a survey or questionnaire which has been developed specifically for this purpose. The questionnaire should be statistically validated and benchmarked so you can be confident that you are measuring the things that are driving employee engagement in your company. Good employee surveys are based on research and statistics.
Benefits of an Employee Engagement Survey
Broadly speaking, there are two key benefits to increasing engagement. First is an increase in workforce performance (i.e. discretionary effort). Second is a higher retention rate (reduced turnover) among staff. These benefits are high priorities for any organization, regardless of the organization's purpose.
Key Features of an Employee Engagement Survey
Another important feature of a good employee survey is that the results must be actionable. This cannot be accomplished with a Gallup-style 12 question survey. There is no doubt that engagement can be measured with just 12 questions, but the results will leave you with more questions than answers. It is important to not only understand whether employees are engaged or disengaged, but also what is specifically driving workforce engagement or disengagement. In order to understand these drivers, an employee survey needs to study a broad range of specific, actionable issues related to engagement.
Engagement by itself is not enough to increase workforce performance. Employees also need to understand how the work they do contributes to the organization's goals and strategy. If employees are motivated but not aligned with strategic objectives, their effort could be wasted.
Improving strategic alignment also has another added benefit - it increases workforce motivation, morale, and commitment. When people understand the company's strategy, and how their work contributes to the company's success, that sense of purpose and direction will make them feel more involved and motivated.
Our recent research study, which focuses on disengagement, underscores the impact managers have on employee morale. Our research study shows that when managers fail to provide enough feedback, open communication, training, or direction, employee morale suffers. The benefit of an employee survey is that it will identify which managers are struggling, enabling the company to focus on programs, activities, and initiatives that give managers the training and tools they need to increase motivation and reduce turnover.
Our research indicates that engagement and alignment are the primary factors that drive engagement and lead to increased performance and higher retention. Our statistically-based model of employee engagement goes beyond "satisfaction" to measure four critical metrics of organization performance - engagement with the organization, engagement with managers, strategic alignment, and management competency.