Employee Engagement Surveys: Their Input Will Cost You
Nancy Stewart
People and Operations Executive | Business Results Thru Progressive Talent Initiatives | Inclusive Programs For Better Workplaces | Culture Ambassador | Wave FC Application Process on our website
A group of HR professionals convened online the other day, of which I was one, to discuss issues and solutions. Not surprisingly, the hot topic of employe engagement was volleyed for conversation, with many questions focused on how to rollout a new survey.
If only it were as easy as rolling out a survey! Employee engagement isn't about a questionnaire - that is simply a tool in your comprehensive engagement program. This program will cost you time, money and resources to create, followed by more time, money and resources to implement resulting programs. Done right, the energy and effort exerted up front can result in significant ROI. According to a 2016 Gallup study, the top quartile of engaged teams fared better in all these categories (see full article link/credit below):
- 25% lower turnover (in high-turnover organizations)
- 65% lower turnover (in low-turnover organizations)
- 37% lower absenteeism
- 20% higher customer metrics
- 21% higher productivity
- 22% higher profitability
So, before launching into your engagement initiative, be ready to commit to the program for maximum effect. The following guidelines will help get you on your way.
4 EMPLOYEE ENGAGEMENT PROGRAM GUIDELINES
- Don't survey your employees unless you plan to do something with the results, which most certainly includes communication about the feedback. Committees are an excellent way to address survey input.
- Make sure you understand what employee engagement is and isn't. My preferred definition of engagement is ensuring your employees are aligned with your values, purpose, and mission, but you can do a plethora of research to find a definition that suits you. Ultimately, you want to ensure employees feel connected to the organization and their role.
- Ask questions relevant to your business mission and purpose. True engagement lies in connection with these values. Avoid questions about do you want more pizza parties and better pay (because who the heck doesn't want those things...you already know the answer to these questions). Questions, and the responding answers, should offer you clear insight and direction.
- Stick with it. Engagement is an ongoing process, not a one and done launch. Quarterly surveys are best, with some rotating questions.
- Last but not least, no engagement program is complete without metrics on the success of resulting programs and communications.
Input from an employee engagement survey will cost you time, resources and commitment. If you aren't in a position to pay that price, shelve your initiative for a future date.