Why Survey Your Employees?
How Conducting an Employee Engagement Survey Benefits Your Bottom Line
Insight Into Your Workforce
Recently there has been a move away from employee satisfaction surveys and toward employee engagement surveys. Satisfied employees may be less likely to leave a company, which will result in lower hiring and training costs… but engaged employees will put forth greater effort at work (known as discretionary effort). So, who’s on your team? Are they aligned with your mission, vision, and values? Are you likely to be getting their very best effort… or the bare minimum it takes to get the job done? Questions within our survey will investigate alignment and provide concrete data about the current state of your employees’ hearts and minds.
It’s hard to grade your organization without knowing where you fall on the engagement spectrum. Our normative data, drawn from thousands of surveys done with companies from a variety of industries, lets you know exactly how you compare to others. Where our sample size is sufficient, we can also benchmark your organization against industry-specific norms or by organization size. One unique benchmark we provide is how you fare relative to others with the same level of engagement measurement experience. On average, organizations new to measuring employee engagement have lower engagement scores than those who have measured (and acted upon) engagement before. Rest assured: whether you’re a novice at measuring engagement or an old hand, we have the proper set of norms for you.
More Informed Hiring
If your employees are under-performing, there’s a possibility that you don’t have an engagement problem… you might have a hiring problem! Many organizations overemphasize the experience, education, and skills required to perform a particular function. In our experience, that’s the bare minimum! Engaged employees also exhibit the behaviors and traits necessary for excellence, and those vary from culture to culture. We craft custom questions for you designed to learn the attitudes and approaches your top performers bring to the table. Added to our standard questionnaire and put through our rigorous process of analysis, this data provides a roadmap for hiring your future “superstars.”
Employees overwhelmingly want to be part of a winning organization. To help contribute to the success of their individual teams or departments, or to the organization as a whole, they need to know how they’re performing, whether that’s in the top percentile or – even more importantly – in the bottom. Improving engagement may be an effort that starts at the top, but the data provided by our surveys is intended to raise awareness of what needs to change to improve performance. We emphasize communication throughout the survey process, including letting employees know specifically how you intend to use the data. If this is not the first survey of employees, tell them what actions the organization took after the last survey. Then act on the survey findings to build trust, alignment… and engagement.
While the “employee satisfaction” surveys of old might have deserved their reputation as “soft” or impossible-to-quantify metrics, measuring engagement today means tracking scores over time as they relate to performance. Engaged employees are more profitable, productive, customer/client- focused, and likely to stay with your organization. Gallup research has shown that organizations with engaged employees have 3.9 times the earnings per share growth rate as organizations with lower engagement. Why wouldn’t you want to learn about the current state of your employees’ engagement, and make any necessary adjustments? Increasing employee engagement is directly related to positive business metrics across the board.