Do You Take Advantage of Employee Engagement Focus Groups?
Employee engagement focus groups can bring clear, fresh and implementable ideas on ways to effectively address the results of your employee engagement survey.
Why Employee Engagement Matters
More leaders are wisely paying attention to employee engagement these days. They understand:
All of which makes a strong argument for testing the waters and finding out, with an employee engagement survey, just how engaged your employees are.
What Is A Focus Group?
Simply put, a focus group is a gathering of deliberately targeted people who participate in an actively guided discussion to elicit input, feedback, reactions and perceptions about a specific topic or area of interest.
Why Employee Engagement Focus Groups Are Valuable
Few organizations are as good at implementing what they learn from engagement surveys as they are at administering the survey. This is not surprising. Designing and administering a survey is much easier that getting an organization behind the critical few actions required to improve employee engagement.
We have written a lot about “doing it right” in terms of communicating and deploying the survey and then being ready and willing to act upon the results. But here, we want to throw out a suggestion that has worked for many of our clients…employee engagement focus groups.
When you have analyzed your survey results and identified the critical few engagement areas that need improvement, why not actively include your employees in the plans to go forward? Show that you value the input of those who will be most affected by the changes. With their on-the-job experience and insight, your employees can help formulate implementable and meaningful action steps for improvement.
Four Steps To Implement Employee Engagement Focus Groups
Here is how to involve your employees in improving engagement through employee engagement focus groups:
1. Identify Representative Employee Groups
Ideally every employee should have an opportunity to shape the steps required to improve employee engagement. But at a minimum, make sure that every employee group is represented and, for the purpose of good and all-inclusive discussion, keep the number per group at twelve or less. Many organizations encourage different departments, locations and teams to set up their own focus groups to come up with suggestions on how to meaningfully improve engagement.
2. Act Quickly
Organize the groups as soon as possible after the employee engagement survey results have been reported. Do not wait for the perfect time. There is no such thing.
The faster you get people identifying and committing to meaningful actions, the better.
3. Select an Effective Facilitator for Each Group
Each moderator should have experience in facilitating complex and nuanced discussions and should be someone respected by the group. We recommend that managers not be moderators in order to allow for a more free exchange of thoughts and ideas.
4. Set Up a System for the Groups to Share Ideas and Monitor Progress
Transparency and information flow is a proven way to hold leaders and employees accountable for following through on commitments. Use dashboard to consistently track progress and pulse checks to track employee engagement trends.
The Bottom Line
Inviting your employees to participate in employee engagement focus groups increases commitment and speed of implementation. You will know you are on the right track when employees notice positive change as a result of the last survey, know the specific action plans to address issues raised by the last survey’s results and believe leadership is committed to responding to the survey results.
To learn more about how to improve employee engagement, download 7 Tips for Managers to Increase Employee Engagement through Communication
4 Keys to Keeping Talent Up to Date
Why Employees Change Their Mind
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LSA’s Employee Engagement Consulting and Survey work has provided critical visibility into: how well our people are holding up under the general economic environment, as well as, the specific challenges that face biotechnology companies in their efforts to discover and develop new medicines; their level of alignment and commitment to XOMA’s Vision and mission critical strategies; how leadership practices and management systems support an environment that engender commitment, and the specific actions that our leaders can take to improve on areas that are important to our people. I highly recommend LSA’s employee engagement solutions.
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