During the financial downturn, many companies stopped surveying their employees. They did not evaluate employee satisfaction or engagement. Many leaders felt their employees were lucky to have a job. Well, this attitude may backfire on these companies as business improves and job opportunities increase. Now, employees are looking for a workplace where they will be cared about and supported. And they want a workplace where leaders communicate with their employees regularly and have many vehicles for “listening” to employee views and suggestions.
Employee engagement surveys are an important tool for listening to employees. Employee engagement surveys are deeper than satisfaction surveys. Engagement surveys are designed to discover more than whether or not employees are happy or satisfied. Engagement surveys measure the drivers of engagement so that leaders can determine the specific changes that will motivate higher performance, increased profits, and a thriving workplace. Additionally, these drivers will build a more humane workplace for the individuals employed there.
Research has shown that increasing employee engagement has numerous positive outcomes:
Always remember that engagement is an organizational thing and a personal thing. When implementing tactics to drive engagement, first look at organization-wide changes to enhance engagement. Coupled with those changes also consider what will engage each employee. Each person has his or her preferences that must be considered. This individual approach to engagement is key to keeping top talent. Organization-wide interventions combined with the personal touch–that’s the formula for making real progress in increasing engagement in your organization.
Measuring engagement is a business imperative in all economies–good and bad.