How to Conduct an Employee Engagement Survey | HR Cloud

Step 1: Choose the best format

Employee engagement is a wide term encompassing so many different puzzle pieces. Depending on the size of your business and your industry, you most likely have an idea as to what could be causing stress in the workplace. The best surveys combine targeted questions to explore such issues further and those that are open-ended enough to give your people room to express their unique points of view.

Step 2: Make sure everyone is included

Do you have contingent workers? Seasonal staff? What about remote workers ? All the people that contribute to your organization one way or another shape its culture and affect employee engagement levels. Excluding them from the survey would provide an incomplete picture of your work environment .

Step 3: Assess your internal mentorship programs

Every experienced HR manager knows that mentoring increases employee engagement by strengthening healthy communication, knowledge exchanges and building a supportive work environment. However, not every expert is a good teacher, and not every employee responds to the same learning tactics, let alone learns at the same pace as everyone around them.

Step 4: Look for applicable, expert insights

If someone has been with your business long enough to earn a director role, you might feel that they are more than engaged . But managerial, high-stakes roles come with plenty of stress, complicated decision-making, and many directors don’t feel as if their expertise is used properly. In departments such as sales, marketing, or IT, an expert manager or director can provide tried and tested advice on the best tools, methodologies, and processes to implement.

Step 5: Put your appreciation ideas to the test

Employee satisfaction, and thus, performance and engagement depend on how much you appreciate them. In recognizing your employees , you remind them of the impact they’re making in your business and beyond. That alone is a strong source of employee motivation when done right.

Step 6: Troubleshooting your survey

Now that we’ve gone through some of the most essential employee engagement survey content you should consider, it’s essential to check that all systems are good to go, so to speak. If you’ve decided to use your email provider such as Outlook or Gmail as the best channel to deliver the survey (and it most often is), make sure there are no unresolved bugs.

Step 7: Implement the results

Just like we’ve noted at the start of this article, knowing why something matters is only half the battle. In that sense, knowing that engagement is important is one piece of the puzzle, measuring it another crucial one, but putting the insights into action is yet another, often neglected part of the process.

Over to you

Much like your company culture, your surveys aren’t set in stone. Consider these steps the skeleton of a well-formulated employee engagement survey, but with plenty of room to build upon it with your experience and knowledge.

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