It is an essential concept to be more aware and knowledgeable as well as explain the nature of a relationship between a company and its employees both quantitatively and qualitatively. This is called Employee Engagement. It differs from employee satisfaction in a sense because it is said that if an employee is engaged, they are most likely satisfied, however, not all satisfied employees are engaged.  In this article, we talk about what the importance of an employee engagement survey form is, what needs to be considered and if it fits the objectives you wish to include in an organization.

Employee Satisfaction Survey

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Importance of Employee Engagement Survey Forms

To be able to look at every facet of an employee’s experience and to understand what motivates them at work, an engagement survey is conducted to have a deeper measure of employee satisfaction. The results of this survey can allow the head of an organization to see their strengths and weakness as an administration and with resolve, leads to a more productive workplace.

An Employee Engagement Survey Form can hold a significant role in allowing you to understand the effect of current rules and regulations, as well as pinpoint fields to improve on. With feedback as well as results from the survey, an organization will be able to gauge on what is working, their weakness, and be able to track down improvements in a period of time. A company that is interested in motivating and engaging employees can help recruit and retain the best talent possible, which is always a plus for businesses and organizations.  You may also see related HR forms.

Employee Engagement Survey

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Tips on Conducting an Employee Engagement Survey

  1. Communicate the staff survey from the top: As someone with a top ranking position, CEO’s or even supervisors must aim to continue the improvement of employee welfare. With that, they must send in a personalized letter to their employees to advocate for the employee survey. They must highlight its importance to the performance of the organization. Details included in this letter contain the purpose of the survey, confidentiality of answers, when employees can take the survey, how long it takes to complete, and what will take place after taking this survey.

  2. Make it short: The amount of questions should be sufficient enough to cover essential areas, however, it should not be so long that it results in making the respondents worn out and tired.

  3. Keep it simple: The questions that are added into the survey should be understandable, relevant, and concise.

  4. Be Open-minded to Feedback: When individuals have the opportunity to provide their honest opinions, they would gladly do such.  So include a blank space for suggestions an recommendations for this purpose.  Have at least one to three text boxes, however, minimize this to allow for data analysis to be easy to compute.

  5. Place emphasis on confidentiality and security of feedback: Make the employees feel safe when it comes to their honesty and feedback by keeping the survey anonymous.  When their name are linked to their employee survey response, they may be suspicious of how their feedback will be handled.  Clearly inform the respondents regarding the confidentiality of where the data will be contained.

  6. Disseminate reminders to employees to answer the survey:  In the beginning, a plethora of survey responses will concur, however it will die down quickly.  Send a quick reminder to the staff once the survey response rates are looking low, but only send these to those who have not yet conducted the survey.

Employee Engagement Survey

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Pros of an Employee Engagement Survey

  1. Effects into insights regarding the workplace: A reflection of an employees work is often how employees see their working environment.  The more positive or conducive they perceive their working environment, the more effort they put in contributing to the organization.  Having the understanding of this concept allows for businesses to change their negative qualities.

  2. Results are provided right away: As soon as the results have been obtained from the employee engagement survey, a company is able to make adjustments as necessary.  This results in a positive cycle of information and transparency which is quite beneficial not only for the company, but those working for the company as well.

  3. Employee surveys are created to be anonymous: It is the objective of an employee survey to make sure that whoever is responding to these is to make them feel secure when they are filling it out.  In order to be able to do this, measures such as making these surveys anonymous are done in order to make sure that whatever the employee answers, it does not come back to haunt the employee especially when giving negative criticism.

  4. When there are specific concerns, questions can be made to fit these situations: Employee engagement surveys can be made to be specific to a group should it be necessary to conclude what is occurring in the workplace as well as the attitude this group represents.

  5. It is a highly effective conversation-starter: For enhancement and improvement to be made, a discussion must take place throughout the chain-of-command regarding the present condition of the organization.  Employee surveys in general is a great way to start to make that discussion happen.

  6. It is a safe way of sharing information: The chances of anyone tampering with the results of an employee engagement survey is very unlikely when the survey is conducted properly.  On occasion, the results of these employee surveys are investments that some businesses rely on that.  It is such an investment that they even hire a third party to supervise the survey in order to make sure that the results are not biased in one way or another.

Employee Engagement Project Questionnaire

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Cons of an Employee Engagement Survey

  1. Hesitation for employees to participate occurs: Despite having reminders regarding the anonymity of these surveys, some levels of paranoia can occur with many workers.  Fear of their handwriting being recognized and their boss might acquire knowledge with what you have been saying and it might make your life as an employee of the company difficult.  Due to these types of anxieties, a lot of surveys can end up being false positives or will not be filled out at all.
  2. Surveys have to be conducted regularly: Although most employee surveys are conducted only once a year, a long lag time for concerns to surface.  Unfortunately, the possibility of hardworking employees leaving can occur because of this issues in-between the surveys.  It is suggested to have surveys conducted every 1-3 months for it to be useful which means that there is a connected cost with this action.
  3. It is quite easy to focus on the adversities: Since the objective of these employee engagement surveys is to mend possible negatives, there is a tendency for the attention to focus more on the negative results that the positives can be disregarded.  It is great that employee engagement survey forms can locate and define problems, but these must also locate best practices, and it should aid others in learning from the groups or teams that are operating well.

Employee engagement symbolizes the degree of devotion and connection employees experience with their company. It is a sign of how dedicated employees are to staying in the organization, as well as measure the level of motivation individuals are to put in extra effort for their company. With the guidance of other tools in an organization, this can definitely help boost the productivity levels of employees, which in turn boosts the organization’s work.

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