Science of improving employee engagement

Prakarsh Singh and Vijeta .

Pulse surveys have emerged as valuable tools for gathering real-time feedback, gauging progress, identifying potential concerns, and creating timely interventions. These can also be powerful tools for tracking the impact of organizational initiatives, interventions, or changes.

By conducting pulse surveys, organizations can unlock several benefits. Firstly, they gain valuable insights into the factors that influence employee satisfaction and engagement. These insights provide a foundation for informed decision-making and targeted interventions aimed at improving the employee experience. Moreover, pulse surveys enable organizations to detect emerging trends and potential concerns early on, allowing for timely action and mitigation. By understanding employee perspectives, organizations can proactively address issues, foster a positive work environment, and enhance overall job satisfaction.

Employee recognition holds significant value in fostering a positive work culture, enhancing employee engagement, and driving organizational success. Despite efforts made by many companies, a recent study conducted by Harvard Business Review (HBR) reveals a concerning reality: a considerable number of employees report feeling unrecognized for their contributions over extended periods. A mere 19 percent of employees consider themselves "very engaged" and 40 percent of employees would be more motivated and invest greater energy in their work if they received social recognition on a more frequent basis (HBR, 2023).?This lack of recognition and disengagement can have a profound impact on productivity and employee retention.

Pulse surveys provide a platform for employees to share their thoughts and concerns, fostering a sense of empowerment and involvement.?It can help answer questions such as:

Do employees in your organization feel included? This module aims to evaluate the extent to which employees feel included within their teams and the overall workplace.

Do they feel well compensated? Findings in this literature highlight the strong link between compensation and employee retention. I have several publications in this area related to evaluating improved compensation of health workers.

Do they feel a sense of belongingness? This module aims to assess the level of connection to the organization's values and mission, the extent to which employees feel their work is recognized and valued.

Do employees feel engaged? What can you do if you think that a large fraction of your company's employees are not engaged?

Our newly minted lab at Plaksha University, LEO, focuses on improving workforce outcomes through rigorous measurement of employee engagement, benchmarking this measurement, and evaluations of employer-driven "nudge" interventions. If you would like to learn more on how to conduct a Pulse survey in your organization, what questions to ask, how to analyze the data, and carry out follow-up interventions, do leave a comment with your email address and we'll get back to you!