And what better way is there to assess the state of your employees’ minds than by asking them directly and anonymously? If you don’t measure employee engagement, you can’t improve it — it’s really as simple as that.
And creating a culture of engaged employees should be important to any leader. After all, compared to their disengaged counterparts, engaged employees are more productive, happier, and less likely to be on the lookout for a new gig. Still not sold on the merits of employee engagement surveys? Consider the following benefits:
When you survey your entire team, you’re able to quickly identify, on average, how your employees are feeling about their jobs — including which areas they like and which areas they hate.
For example, your survey might reveal that all of your employees love the fact that you buy them a catered lunch every Friday afternoon. It might also reveal that your staff hates the fact that they’re not able to work at home.
And from that feedback, you could then decide to buy lunch more than once a week while also allowing team members to work from home for at least a couple of days each month. Quick win to improving employee sentiment.
It’s one thing to tell your employees that you care about how they’re doing, simply paying lip service to their plight. It’s quite another thing to proactively solicit feedback from them and enact corresponding changes.
You give your employees a voice when you regularly conduct engagement surveys — and care about the results they reveal. In turn, your employees take comfort in the fact that you care about their concerns and ideas. Trust is established, and it develops over time.
When your employees trust you, they’re more likely to follow you because they’ll believe in where you’re going.
Let’s say all of your employees indicate that they feel as though they aren’t given the right tools and technologies to succeed at their jobs.
Smart managers would take those results and immediately conduct research to figure out which collaboration platform is best suited for their organization, as well as whether it makes sense to equip all employees with mobile devices. When made correctly, these kinds of investments will make each team member’s job easier.
On the other hand, maybe the survey will reveal that your company’s strict nine-to-five policy is viewed tremendously unfavorably by virtually all of your employees. In addition to it bumming out your workforce, can you be certain that said policy wasn’t responsible for some great candidates ultimately choosing to find a more flexible employer? Armed with this information, smart leaders would consider changing their policy right away.
With the results of employee engagement surveys on hand, leaders can make investments that lead to growth. They can also decide to change the way things are done altogether, which could create a stronger, more appealing culture characterized by engaged employees.
There’s no sense in trying to gauge how engaged your employees are on a case-by-case basis, inviting team members into your office one at a time.
By making use of the latest employee engagement platforms and issuing surveys to your entire staff at the same time, you optimize the process of gathering feedback. This, in turn, saves a whole lot of time, as survey data is collected at once.
And we all know time is money.
Let’s say your first employee engagement survey illuminates the fact that your employees feel as though they’re overworked, there’s no camaraderie at the office, or that their bosses aren’t helpful. Though you might feel tempted to nix the idea of issuing a follow-up survey later due to the terrible feedback you got the first time around, you’d be wise to stay the course.
Great managers develop actionable plans to rectify what’s wrong right away. They can then chart their progress (or lack thereof) in follow-up surveys.
Hopefully, the data shows that they’re trending in the right direction. If not, it’s time to try something different.
Employee survey results shine a light on how well your employees are getting along with their bosses. Which is extremely important data, particularly when you consider the fact that half of US workers leave their jobs because they hate their managers, according to Fortune. And our research on employee retention has shown that people with respectful managers are 32% less likely to think about a new job.
If, for example, your employee engagement survey reveals that 18 out of 20 workers in a single department vehemently dislike their boss, it’s time to have a talk with the manager right away. Even the most valued and senior managers can’t rest on their laurels if their teams are furious.
To sum up, employee surveys provide leaders with the data necessary to make informed decisions — no matter how tough they are.
If everyone in your marketing department gives their boss a perfect score and everyone in accounting says their manager is the worst person to walk the planet, you know where you have to direct your attention.
On the other hand, if everyone in sales indicates they’re thoroughly engaged at work, you can study that department to see what’s working best.
You can’t improve what you don’t measure. If you’re not tracking employee engagement in the first place, how can you possibly expect to make it better?
Regularly surveying your workers — and acting on the results — is the easiest way to improve engagement. You’ll find out directly from the source what changes need to be made to make work more enjoyable for everyone.
The end result? A more productive workforce, and happier customers.