When trying to understand and measure your employee engagement i.e. how engaged your staff are and what drives employee retention, a simple survey can be used.
Before conducting an employee engagement survey, it’s important that business leaders understand all engagement factors and how they relate to each other. When focusing on greater issues such as performance and business growth, you need to consider how these impact on engagement.
What you want is regular, unbiased, and anonymous feedback. Feedback should be gathered and analysed on a regular basis, and twice a year is minimum. With the advanced tools of today, including sentiment monitoring tools, it gives employees a variety of ways to provide feedback.
1. Keep your business goals in mind
Regardless of the objective, it all impacts on how you phrase your questions, which means that you’ll be able to capture the relevant insights you need. Surveys that are designed with your specific purpose in mind are the most successful.
Related content: 7 reasons you can't live without an online customer survey
2. Use “the ultimate employee engagement question”
Asking your staff if they would recommend their place of work to their peers is the ultimate question when it comes to engagement. By using the Net Promoter Score℠ (NPS®), you can get the data you need to quickly understand what your employees think and feel about your business. It also makes it easy to set internal performance benchmarks, to measure performance over time.
The Net Promoter Score methodology is based on asking “How likely is it that you would recommend this company to a friend?”. Employees rate their answers on a scale from 0 to 10. It’s a highly regarded loyalty metric that companies use to collect feedback to inform and impact the business strategy.
Related content: How to engage your employees and retain them
3. Make it short & simple
Above anything else, keeping the survey short is key, as this will increase your response rates. You want authentic and honest answers, so making it as simple for respondents to answer will help.
Related content: 5 dos and don’ts for creating survey questions
As a business leader, you’re often isolated at the top, receiving only positive feedback about the business. This is a great incentive to set up a mechanism for employees to provide anonymous feedback. This empowers them and makes you more informed about potential issues. Make sure you receive this feedback instantly and use it.
A study by AON Hewitt in 2013 showed that 27 per cent of managers never reviewed the results at all. More than half of managers read the results and took no action whatsoever. What is the point of collating this feedback if you’re not going to make use if it?
If you want to learn more about employee engagement strategies, check out our ebook below: