Sheila can help you create and implement an employee engagement survey. This survey will measure two things:
Level of engagement items measure the degree of engagement of each employee. Items on the survey ask the respondent to evaluate their cognitive, emotional and physical connection with work. The level of engagement items also include items on the consequences of engagement such as whether the employee would recommend the organization or their immediate supervisor to others and their intention to stay at the organization.
Measuring the level of employee engagement gives you a metric to use, on an annual basis, so you can compare engagement year-by-year. Read this post on computing an Employee Engagement Index.
But even more important, the survey gathers data on the drivers of employee engagement. This information will help you understand organizational strengths and opportunities for improvement.
Survey items cover the pre-engagement threshold motivators of pay and benefits as well as the six drivers of engagement: fit, trust, caring, communication, achievement, and ownership.
Using a key driver analysis, the outcomes of the survey include not only percent favorable scores for all items, but also identification of the few key drivers that when targeted for change, will positively impact engagement.
The steps of the process for planning an employee engagement survey are as follows:
One example of an action in the area of communication is to hold one-on-one employee engagement meetings. Each manager/supervisor meets with each employee that the person manages. The purpose of the dialogue is to learn more about what will increase engagement for that individual. Keep in mind that employee engagement is a personal thing. What may engage one person may not engage another person.
For suggested engagement questions to guide your discussion, go to this link to view a slide presentation on this topic.
Sheila can support your organization in the action planning and implementation process.