3 Tips for Better Employee Engagement Surveys

better employee engagement surveys

Many Companies Need Better Employee Engagement Surveys
It is possible to design and deliver better employee engagement surveys.  And if people are your greatest asset, you should be consistently monitoring employee engagement levels and trends to ensure your talent management strategy is set up to attract, develop, engage and retain the people you need most to execute your strategy.

High Enough Engagement Survey Participation Rates
From our perspective, better employee engagement surveys have high participation rates and pinpoint the critical few actions required to improve levels of employee engagement and retention.  With the help of technology employee engagement surveys have become easier and more valuable compared to the old “paper and pencil days.”

High enough engagement survey participation rates allow you to measure if employees are:

  • Strong advocates of the company, its products and its services
  • Giving all their discretionary effort
  • Intend to stick around for the long-term

Three Tips for Better Employee Engagement Surveys
Here are three tips for better employee engagement surveys:

1. Build the Business Case First
If you are hearing that you don’t have the budget to survey your employees or that an engagement survey is not a top priority, you probably have not created a sound business case for your key stakeholders.  Just think about it…how much would you pay to have your CEO visit every employee to learn how your organization could boost morale or increase productivity?

If your executive team is comfortable with bumping employee engagement to the bottom of the priority list, it’s likely because you haven’t quantified the impact of employee engagement.  Let your leaders know:

  • 87% of highly engaged organizations report increased revenue
  • 86% report increased market share
  • 57% report lower employee turnover
  • 90% report higher stock prices

2. Create a Plan for Follow-Up Actions Before You Administer the Survey
Leadership follow-up on survey results is one crucial factor that can make or break your entire employee engagement process – and your leadership team needs to know that.  Make sure your leaders understand that if they don’t take engagement survey follow-up seriously, no one else will.  If they need help getting motivated, let them know that employees whose leaders acted on survey results were six times more engaged than those whose leaders didn’t follow up.

3. Define How You Will Hold People Accountable
Once your leadership team acknowledges the importance of survey follow-up, it’ll be easier to get your managers to buy in and take action.

  • First, provide your managers with the employee engagement training and resources they need to act upon the survey results.  To make it easier on managers, remind them that it is just a conversation.
  • Have managers sit down with their employees, share the engagement scores and learn where the improvement areas lie and how to best tackle them going forward.
  • Then incorporate employee engagement as a key performance indicator for manager success.

The Bottom Line
Engaging and retaining employees should be part of every people manager’s job description.

To learn more about creating better employee engagement surveys and increasing engagement and retention levels at your company, download, Top 10 Most Powerful Ways to Boost Employee Engagement

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We partnered with LSA to pilot a customized behavioral interviewing program to help ensure that we continue to hire the best and brightest as we continue to rapidly scale. LSA’s ability to understand our business and our unique culture combined with their desire to ensure that the best practices framework truly fits our performance environment and is highly adopted by our people is a real blessing. Most other firms want to just ‘give you training.’ Not LSA, they are focused on helping me hit our hiring forecasts and attract A players.

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