Employee Engagement and Employee Opinion Surveys

Employee engagement is a hot topic often connected with employee retention and the overall health of your workforce. The challenge of measuring employee engagement is not a simple task. Employee opinion surveys offer employers a way to measure engagement and take action. These surveys can provide insight to organizations to increase engagement and reduce turnover. Engaged employees report less absenteeism, are more dedicated and happier being productive, and are more willing to invest active physical strength and emotional energy to fulfill organizational goals.

Engaged employees are satisfied employees, but not all satisfied employees are engaged. Engaged employees are driven and have a substantial impact on organizational effectiveness. In contrast, satisfied employees are happy with their jobs and may not look for opportunities to grow within the organization. Their performance may be adequate, but it will not develop unless they become engaged. Bridging the gap and moving your satisfied employees into engaged employees will result in increased productivity, and the best place to start is by distributing an employee opinion survey.

Organizations with leadership that is open to both positive and negative feedback and is willing to act on the feedback to grow and develop will become more productive and adaptable to internal and external challenges. In addition, by asking for employees’ perspective, the organization can increase employees’ overall level of engagement.

Employers Council can assist your organization in creating, administering, and reporting on employees’ opinions as a third party administrator. Employees will appreciate the third party involvement, as we offer confidential administration and reporting that helps employees feel safe in providing honest feedback.

Before your organization decides to move forward with an employee opinion survey, there are some things to think about that will increase the survey’s effectiveness. As organizational goals and areas of opportunity often change, your answers to these questions may change from year to year and should be revisited often. If you have any trouble answering these questions, we are here to provide support and consult on best practices. We hope that these questions create additional dialogue and discussion when deciding to move forward with an employee opinion survey.

Planning

  • What are your organization’s objectives in providing an employee engagement survey?
  • How often do you want to administer the employee opinion survey?
  • What time of the year would be most effective?
  • Who will be involved in the survey process (choosing items, communicating the process and purpose, sharing the results, etc.)?
  • What will your definition of success look like (participation rates, target average scores or favorability scores, etc.)? How will you want to analyze the data (by department, by tenure, etc.)?

Creation

  • What areas are you going to focus on (leadership, compensation, communication, etc.)?
  • What response scales will make the most sense for what you are trying to measure?

Reporting

  • How will you communicate the results to your employees?
  • How much information will you give them to provide transparency?
  • Do you wait to create an action plan before reporting the results, or will the action plan happen afterward?

Action Planning

  • Who will be involved in reviewing the results to create an action plan?
  • How will you decide what areas, and how many, to focus on for improvement?
  • Who will be responsible for implementing and evaluating the action plan process?

If you have any questions or would like information on our customizable employee opinion surveys, please contact our Custom Opinion Surveys Department at Mabuttice@EmployersCouncil.org or 303.223.5534.