A team that is engaged, motivated, and committed to achieving shared goals is an important aspect of running a successful business. A helpful way to accomplish this, is to regularly check in on how your people are experiencing their everyday at work.
Employee engagement surveys give business leaders valuable feedback to help them shape the workplace to get the very best out of their people at work.
In this blog, we will look at why engagement surveys are important, when to conduct them, what to include, and what to do once you have the results!
Why are Engagement Surveys Important?
Research shows that employee engagement is directly related to productivity, customer satisfaction, and ultimately, business success. Teams who are engaged are more likely to be productive, innovative, and committed to your business success. Disengaged employees, on the other hand, are more likely to be absent, make errors, and be the source of any negativity in the workplace.
Through well designed engagement surveys, business leaders can gain insights into hot spots to address before they become major issues. Done well – engagement surveys will also highlight what the business leaders are doing well and what they should keep doing!
It’s also crucial to communicate the purpose and benefits of doing an engagement survey to your team before you do the survey. Make sure they understand that their feedback is valued and will be used to make positive changes in your workplace, contributing to building a safe and inclusive environment where employees feel comfortable talking about their experiences and sharing their feedback.
When is the Best Time to Conduct Engagement Surveys?
Consider running the survey during a period of relative calm and stability – ideally in the first two weeks of a month and in the first half of a financial year. Getting the timing right will mean you get the biggest bang for your buck in terms of feedback – as your team is more likely to have capacity to fully concentrate on completing the survey and providing thoughtful and considered responses.
Another aspect to consider is survey frequency. Historically many organisations ran engagement surveys once a year or once every few years. However, conducting shorter, more frequent pulse ‘surveys’ to gauge employee sentiment can be a much more effective approach: providing more timely insights, enabling quicker action to address any emerging concerns and also allowing business leaders to see the impact of any actions taken from a previous survey’s results.
What to Include in an Engagement Survey?
When designing an engagement survey, it is important to cover different aspects of the employee experience. While it can be tempting to ask a large number of questions in an engagement survey, it is generally best to keep the number of questions relatively low. Asking too many questions (and asking them too often) may result in incomplete or inaccurate responses. Aim for a survey that takes around 10-15 minutes to complete.
Here are some key categories to consider including in an engagement survey and why they are significant:
Leadership and Management questions examine the effectiveness of leadership and management within the organisation. It can help identify areas where leaders excel or areas where improvement is needed. Feedback on leadership provides insights into employee trust, communication, and support, which are vital for fostering a positive work environment.
Communication and Feedback questions assess the quality and frequency of communication channels within the organization. Effective communication ensures that employees are well-informed, connected, and have a voice. Gathering feedback on communication practices helps identify areas where communication can be enhanced to facilitate transparency and engagement.
Work-Life Balance questions explore how well people can balance their personal and professional lives. It examines factors such as workload, flexibility, and support for work-life integration. Understanding the level of work-life balance helps organizations create policies and practices that promote employee well-being and satisfaction.
Career Development and Growth questions focus on opportunities for advancement, professional development, and growth within the business. It assesses whether employees feel supported in their career aspirations and if the business provides the necessary resources for skill-building and progression.
Compensation and Benefits questions examine employee perceptions of their compensation, benefits, and rewards. It helps organizations gauge whether their compensation packages are competitive and whether they align with employee expectations. Insights gained can inform decisions related to salary adjustments, benefits packages, and recognition programs.
Team Dynamics and Collaboration questions evaluate the level of teamwork, collaboration, and support among colleagues. Strong team dynamics contribute to a positive work environment and employee engagement. Understanding the dynamics within teams can highlight areas where additional support or resources are required to foster a cohesive and productive workforce.
Workplace Culture and Values questions delve into an organisation’s culture, values, and inclusivity. It assesses whether employees feel their organisation promotes a positive and inclusive culture and if they can align their personal values with the organization’s mission. Insights from this category can guide initiatives to strengthen the company’s culture and ensure that employees feel a sense of belonging.
The valuable insights gained from a well designed and well-timed survey can help identify areas of improvement, drive strategic decision-making, and create action plans to enhance the overall employee experience within the business to boost team engagement.
What Should You Do With the Results?
While running an engagement survey at the right time is a key ingredient for success, following up and taking action after the survey is equally as important. Share the results with your team – the highlights as well as the opportunities for improvement – and let them know how their feedback will be used to shape how any improvements will be made. Make sure you celebrate the successes. It’s critical to recognise and celebrate any areas in which the organisation is performing well, as well as the efforts of employees in achieving these successes.
For areas needing some improvement, identify and communicate 2-3 impactful and achievable actions that your leaders will commit to completing in the following 2-3 months after the survey and be sure to test for their success in the next engagement survey.
Taking action based on the survey results demonstrates that the organisation is committed to positive change and reinforces trust and engagement amongst the team and will help foster a culture of continuous improvement in your organization.
The Hello Monday team is here to help design and manage your next engagement survey, analyse the results and guide you on identifying the most impactful actions to take once the survey closes.
Contact us today to learn more about our services and how we can assist you in realising the full potential and engagement of your team!