Key Reasons to Conduct an Employee Engagement Survey
There may have never been a time in which it was more important to understand your employees and how your organization’s perceived than now. The pandemic has created a whole new business environment, one that is still evolving. Not only are many worksites in flux, what with many employees working remotely, but employees are collectively rethinking what they want their work lives to be.
A major way to assess the employee experience is through the employee engagement survey, which essentially measures the extent to which people feel valued where they work. Keep reading for key reasons to conduct an employee engagement survey.
What is Meant by the Employee Experience?
Basically, the employee experience crystallizes what employees observe and encounter throughout their tenure at an organization.
What is Meant by Employee Engagement?
Employee engagement speaks to the relationship between you and your employees. Such engagement can be described as the level of dedication and enthusiasm an employee feels about their job.
What Can Employee Engagement Surveys Do for My Organization?
There are some top reasons why it’s a good idea to administer employee engagement surveys. They include:
To Assess Employee Engagement
The key aim of an employee survey is to evaluate your employees’ engagement level, which is something you need to know. You want to learn how your employees feel about, for example, pay and benefits, recognition, advancement, job role, leadership, work environment, and training and development opportunities.
To Give Employees a Sounding Board
Employees need an outlet for expressing how they feel. These surveys present a way to give feedback directly to management, which then must use what it learns to, if necessary, make changes. It’s important to employees’ morale and degree of investment that they’re involved in planning processes.
To Heighten Employee Engagement
This is where those planning processes come in. You can use the surveys to pinpoint where you’re successful as well as where you can do better, in terms of employee engagement. You can either establish a company-wide engagement plan or tackle issues one sector at a time. Once you’ve identified changes you need to make, you can prioritize, assess available resources, and develop an implementation calendar.
To Promote Organizational Growth
Your organization can’t change for the better if you don’t have real objectives. Determining how your organization rates in areas including working environment and employee satisfaction will provide such objectives. In addition, evaluating engagement will permit you to uncover best practices within your company. Say one of your departments has very high engagement ratings. You can then study that department’s data to learn how it’s achieving them, then apply what you’ve learned throughout the company. In short, engagement surveys deliver valuable data that you can put in place for organizational growth.
To Compare Results
You can compare employee engagement results to learn how your industry competitors are faring. It’s called benchmarking, and the process will enable you to discover whether any challenges you have are specific to your organization or are rampant throughout your field. For instance, if results indicate that just 25% of your employees are pleased with advancement opportunities, you can size them up against the results of other organizations to learn whether you must make changes.
Now that you have key reasons to conduct an employee engagement survey, you have what you need to begin understanding your workforce and putting in place remedial measures to bolster recruitment and retention. If you need help assessing and enhancing the employee experience, we suggest that you enlist the help of the consultant Mercer, which can use “employee listening” to help you gain insights, improve performance, and empower your organization.
