Surveys

What is an employee engagement survey

What is an employee engagement survey ?

Employee Engagement can be defined as when employees are motivated to do their job with great enthusiasm for the organization and believes that the organization’s goal is their goal.

The effort and commitment that they put into their job for the better future of the organization is known as Employee Engagement.

The more effort provided by the employee the greater results an organization gets. Imagine a demotivated employee whose goal is to only earn his monthly salary and not caring about your organization’s goal; this will lead in degrading your goodwill as well as profit of your organization. 

Therefore, you must try to come up with ideas to keep motivating your employees; by creating Employee Engagement Survey to know the feelings of your employees for high engagement to achieve that organization goal. 

Here we are about to discuss a proper guide to Employee Engagement Survey.

why conduct an employee engagement survey

Every business organization has a goal to achieve and to achieve that goal you hire a team; from top level managers to ground level employees. 

You want to achieve your goal working together with your team, but what if your team didn’t get the idea of your goal? What if they didn’t like the working environment? All these factors might demotivate your team and won’t give their full effort and commitment to work with your organization. 

As a result no goal will be achieved and your entire dream will go in vain. This is the reason why Employee Engagement in a business is important. And to know the inner feelings of your employees you should create and conduct employee engagement survey. Now what is Employee Engagement Survey? We will discuss this topic now.

employee engagement survey

The definition of Employee Engagement survey can be simply put as a survey or a series of questions which you send out to your employees to measure the engagement level, company and department of each team as a whole.

But measuring the level of employee engagement through a survey can be a bit difficult. There are several ways of conducting employee engagement survey. 

Many big organizations use the GALLUP Q12 FORMAT (which will be discussed later) where 12 key questions are asked about the experience of employees. While other organizations conducts every year with large and rigorous survey as a Human Resource Department responsibility. Also some organizations depend on shorter surveys which is popularly known as Employee Net Promoter Score (will be discussed later) to measure the engagement level of employee.

The methods of every survey might be different but the goals are same- to measure the level of employees engagement in an organization. Choose the method that matches with your goal and your budget. Also don’t get confused between Employee Engagement Survey and Employee Satisfaction Survey both sounds kind of similar but is way more different. Sometimes employees might be satisfied but the engagement might be low in the organization. They might be satisfied with the salary but the everyday work is micromanaged and is not emotionally attached to the work.

WHAT IS GALLUP Q12 FORMAT

Gallup Q12 Format is an ongoing survey that measures the level of engagement of an employee in an organization, which consists of 12 questions that are asked to employees during the survey period. This format was introduced by Gallup itself who conducted thousands of interviews in different countries for many years.

The 12 questions that is included in Gallup Format are-

  1. Do you know what is expected of you at work?
  2. Do you have the materials and equipment to do the work right?
  3. At work, do you have the opportunity to do what you do best everyday?
  4. In the last seven days, have you received recognition or praise for doing work?
  5. Does your supervisor, or someone at work, seem to care about you as a person?
  6. Is there someone who encourages your development?
  7. At work, do your opinions seem to count?
  8. Does the mission/purpose of your company make you feel our job is important?
  9. Are your associates (fellow employees) committed to doing quality work?
  10. Do you have a best friend at work?
  11. In the last six months, has someone at work talked to you about your progress?
  12. In the last year, have you had opportunities to learn and grow?

So these are the 12 questions that are included in the Gallup format to measure the level of engagement of an employee.

EMPLOYEE NET PROMOTER SCORE

Be it a startup or a multinational company engagement of an employee in an organization is extremely important. The more the employees engaged with an organization higher the chances of reaching the organization’s goal and another method to measure the level of engagement of an employee is Employee Net Promoter Score.

What is Employee Net Promoter Score(eNPS)?

Employee Net Promoter Score or Employee Engagement Net Promoter Score uses the NPS system where clients are replaced with employees in which internal popularity are measured. 

Here the employees are asked one question on how likely they would recommend the organization as a workplace. The eNPS tool segregates the employees into promoters, neutrals or detractors depending on the answers.

Promoters are the ones who would rate 9 out of 10 for the question and are known as the most engaged employees. They are the ones who are enthusiastic and motivated about recommending others to join the workplace.

While on the other hand neutrals are the ones who would give out the scores ranging from 6 to out of 10 for that same question. These employees do not provide positive nor negative sentiment and are considered neutrals. And detractors are the ones whose scores range from 0 to 5 out of 10. Such employees are believed to have low level of engagement in the workplace and it might require a detailed analysis to understand their negative sentiment. 

HOW TO MEASURE EMPLOYEE ENGAGEMENT NET PROMOTER SCORE

To come to a conclusion statistically eNPS uses an easy formula, once all the answers are collected from the employees. Here the neutrals or the passives are ignored. Their answers are not taken into the statistical calculations as they do not provide negative nor positive answer. The percent of detractors are deducted from the total percent of promoters to get the organization’s final net promoter score.

The calculations of eNPS might vary depending on how and when question is asked to the employees.

The constructive scoring rate for eNPS might range between -100 to 100 though it depends on the internal of a company, the score may be concluded consequently. As a general principle, any score over 50 is said to be excellent, between 10-30 is good and anything below zero is a warning and it’s high time to check all the reasons why the scoring is low.

MAJOR INDICATORS OF EMPLOYEE ENGAGEMENT

Now that we have got a little insight about Employee Engagement Survey, let’s take a look at the most important indicators of Employee Engagement.

TRUST IN THE CHAIN OF COMMAND

If the employees of your company do not feel like trusting the information they get from their department head, their manager or top levels of your organization, then they might start to feel like as if they are not treated seriously and with honesty. Getting too much twist and turns and putting on an act by the higher level management can be frustrating which will lead in decreasing the organization’s commitment emotionally. This is the reason why a high trust company reports around 76% more engagement than those with low trust.

ASKING FOR FEEDBACK

The second major indicator of employee engagement is asking for feedback. Asking your employees about their opinion or feedback in a purposeful way does help in increasing engagement in the organization. An employee likes to be asked what they think about your organization it shows that their opinion in the organization matters.

FAIR RECOGNITION

Be it a startup or a multinational company employees gets real motivation if they get the fair recognition. No matter if the task is small or big, if hard work is rewarded with recognition their self-esteem increases and this helps in motivating them to work more hard for the organization.

EXAMPLES OF ENGAGEMENT SURVEY STRATEGIES

With all the major indicators of employee engagement and its wide variety of ways to conduct an employee engagement survey might be a bit overwhelming for you; but not to worry, here we will discuss the three ways to design an engagement survey.

FOR BIG SIZE ORGANIZATION

Large companies with over 1000 employees do have the budget to conduct survey on a huge number, for this Gallup Q12 format is perfect but if you don’t want to use that format for the survey, then you can definitely opt for traditional method by creating your own survey with the help of your HR expertise.

However try to keep your survey short and simple without any complicated questions; so the employees can answer it without taking too much of their time.

FOR MEDIUM AND NEW ORGANIZATION

If your company is medium in size and is relatively new to employee engagement surveys you definitely need a clear guidance on how to conduct a survey in your organization.  Start by creating your own 

Survey; based on your organization’s priorities where you want to focus and take your employees opinion while creating it.

FOR SMALL SIZE ORGANIZATION

If you own a small business the budget and the time to create and conduct a survey can be a bit difficult. Start checking out about the medium size organization and take notes on creating a survey on a budget. Different types of softwares are available online where you can create survey at low cost. Also Employee Net Promoter Score (eNPS) can come in handy for small businesses. 

EMPLOYEE ENGAGEMENT SURVEY BLUEPRINT

Every organization is different and it needs a way to create and conduct good survey. Here we are about to discuss how to execute your survey according to your need.

SETTING YOUR GOALS

The first and the most important point to execute a good survey are setting a goal. Start by overviewing your business. Get to know in which of the area of your organization has issues. Discuss with your managers the benefits you will get from the predicted outcome while doing the survey.

SURVEY STRUCTURE

While creating a survey do follow the S.D.A.R rule, S- Scan, D- Deep Dive, A- Action, R- Repeat. Many organizations don’t know in which area they are lacking and in which area they are strong. So checking every area is important and for that S.D.A.R plays the role.

  • SCAN– Try to do an overall study to know in which area you are doing well and which area needs an improvement. Do an organization wide survey between 20-25 questions and run twice a year.
  • DEEP-DIVE– Gather more information and run as a follow up on priority areas. This shows that the opinions of employees are heard and you took action immediately. Do an organization wide survey between 5-10 questions and conduct it after every scan.
  • ACTION- Make the change happen and communicate as much as possible with your employees.
  • REPEAT- Repeat the whole process to check the results of the changes made and find new areas with issues that needs improvement.

SURVEY LENGTH

Try to keep the survey short and simple, as most of long survey questions are abandoned and not fully completed, which leads to bad quality insight.

Hence these are the three major ways to execute your survey according to your plan.

CONCLUSION

What is an employee engagement survey ? From the above information we can briefly summarize that Employee Engagement Survey helps in empowering the employees because of fair recognition and also it helps you to predict the behavior of your employees. 

Thus in this way employee engagement survey provides you a better understanding of your workforce by facilitating communication.

Monisha Devi

Monisha Devi is a Freelance writer who loves to write on variety of topics and whose passion is to learn new and exciting ones every time .

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Monisha Devi