Measure Employee Engagement With A Survey

Are your employees engaged with their work and their teams?

If you’re unsure, the answer matters more than you think. Highly engaged workers are more productive, less likely to be in conflict, and produce better-quality products. Customers of companies with engaged employees are by and large more satisfied. Conducting a study of your employees’ satisfaction can provide a baseline measurement of happiness and a solid groundwork for improvement. Here’s why you should consider regular engagement surveys as a major component of your talent acquisition and retention strategy.

  1. Talent Has Power

    According to Deloitte Talent expert Josh Bersin, “talent has won,” and employers need to work harder than in prior years to retain talent. Today’s job market is highly transparent, and economic recovery spells increased work opportunities for skilled employees. In fact, Deloitte research has found that the world’s sharpest brands consider talent retention one of their highest priorities, right behind developing global leaders. If you’re not listening to your talent, you could risk watching them walk away.

  2. You’re Probably Not Providing Enough Feedback

    It may come as a surprise to HR leadership, but employees want to hear how they’re doing. Quantum Research indicates employees feel that constructive feedback is at an all-time low. Women in particular are desperate to be recognized and learn about advancement opportunities they believe they deserve. Engagement studies can reveal how your teams feel as well as major drivers of satisfaction and dissatisfaction with your brand.

  3. Employees Are 2X as Likely to Be Disengaged

    While Deloitte has found that 13 percent of workers are highly engaged, but 26 percent are actively disengaged. These unhappy workers may be vocal about their dissatisfaction or could be actively seeking opportunities to defect to a competitor… or join a union. Engagement studies can help you quantify your own risks and determine a plan for moving forward.

  4. You Can Identify Rising Talent

    Companies that identify and reward exceptional leaders have a natural edge in employee engagement. Nearly 80 percent of workers who dislike their direct manager are disengaged with their jobs. Employee engagement studies can help you identify the most effective and well-liked managers whose teams outperform their less-effective counterparts.

  5. Engagement Drives Cost Savings

    If performing research on employee engagement sounds like it will sap already-overworked HR budgets, consider the value. Disengaged workers cost the U.S. economy an estimated $500 billion each year in lost productivity and replacement costs. While appropriate research on your team will require an investment of time and resources, you could identify key trends in your organization that lead to major cost savings over time.

Once you’ve done your homework and have a clear picture of where employee engagement can be improved, it’s time to take action. Inspiring front-line managers and supervisors can be as easy – and as difficult – as providing ongoing training. When those that have direct contact with employees have the knowledge they need to support and truly connect with those employees, engagement levels increase and higher productivity comes naturally. Get more information on how to improve engagement, here.

About the Author Chris Craddock

As the leader of Projections' production team, Chris loves to inspire others to perform at the highest levels! From the most challenging leadership opportunities to brainstorming the latest topics leaders want to learn about, Chris provides clear direction and vision.

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