According to data from Gallup, a mere 13% of the global workforce is engaged. That figure is a little better in the United States, where 30% of workers are engaged. Even though it’s a noticeable improvement, the number still leaves a lot to be desired.
The good news is that managers don’t have to accept disengaged employees as the norm. There are a number of tools they can use to both measure and improve internal employee engagement statistics.
One of the more common tools managers use to accomplish that objective is the classic employee engagement survey. But it’s not enough to simply survey your employees and expect that engagement will improve. Rather, employee engagement surveys need to be designed in a way that provides managers with relevant data they can leverage to enact meaningful change.
So what makes an employee engagement survey good, anyway?
1. Employee engagement surveys need to be quick
According to our employee engagement survey, almost 70% of workers already feel as though they’re unable to get all of their tasks done each week. Add a time-consuming employee engagement survey on top of their already unbearable workloads, and how do you think they’ll feel?
Surveys are meaningless unless you get responses. To that end, your workers need to be able to complete surveys in a timely manner. On top of that, managers need to be able to assess survey responses quickly too. They have a ton on their plates as well and are simply unable to set aside huge chunks of time to dig through data.
2. Employee engagement surveys need to be given often
If you only survey your employees once a year, the results won’t really be that helpful. An employee might be rapidly becoming disengaged in March. If you don’t ask your staff how they’re doing until December, how can you expect that employee to stick around until then?
Great employee engagement surveys are given on a regular basis. Whether that’s once a week, once a month, or twice a month will depend on your specific organization. By surveying your employees regularly, you’re able to identify any potential problems early on. You can then move swiftly to rectify them, which will almost certainly help your engagement stats.
3. Employee engagement surveys need to ask the right questions
How can you expect survey results to help you if you’re asking the wrong things? If you want your engagement surveys to be useful, make sure to ask questions like:
Are employees happy? Employee happiness is linked to engagement and productivity. The happier your employees say they are, the more likely it is that they’ll be engaged.
What don’t employees like? Everyone has parts of their jobs they dread doing. If every member of your team thinks a certain initiative is terrible, it’s time to reconsider your strategy.
Do employees feel valued? Less than 33% of employees feel valued at work, according to our Employee Engagement Report. Workers who feel like they’re expendable aren’t likely to be engaged.
Do employees like your work culture? According to our report, positive work cultures are strongly correlated with employee happiness. The more your staff loves your work culture, the more engaged they’ll be.
Do workers like their colleagues? Coworkers are the number one thing employees love about their jobs, according to our report. If your employees don’t get along, it’s time to make team-building activities a priority.
To get the most out of employee engagement surveys, make sure they’re easy to fill out, distributed on a regular basis, and ask the right questions. Do all that, and the resulting data should help you improve engagement at your organization.