Employee Engagement Surveys, Part 1: Why They Matter

A recent ResumeBuilder survey found approximately one fourth of employees do the bare minimum at work due to burnout--a phenomenon described as “quiet quitting.” As this reveals, even when employees are technically “at work,” they may not be intellectually or emotionally present. The distinction is a matter of employee engagement--which I’ll focus on in a new three-part series beginning today.

Employee engagement is different from what organizations typically measure. Traditionally, employers have looked at employee satisfaction as a litmus test of how their employees feel about their work. However, this is very limiting, since “satisfied” employees are merely those who are happy with the status quo. Engaged employees, on the other hand, are passionate about their work and feel invested in the success of the company. It’s an “owner vs. renter” mentality, in which the employee is motivated to do what's right, even when no one is watching.

A well designed employee engagement survey will help determine which factors influence the employee experience, both positively and negatively. Survey results also provide a roadmap highlighting where you should focus your attention and take action. And when they act on the results, employers see an increase in productivity, customer experience, and employee retention.?

So, that’s why you should conduct an employee engagement survey--and next week, I’ll discuss how to do it right.