The Business Case For Employee Engagement Surveys

Improving employee engagement means achieving better results using the existing resources.

HR Managers dream of high-achievers. If you can build an organization of high performers, you are successful. So is the organization.

Question: What does an excellent performance take?

Angela Duckworth has given us the answer in her book “Grit: The Power of Passion and Perseverance.” It takes skill and effort.

Skill x Effort = Achievement

The argument is simple and appealing. For high achievement, you need employees with skills and willingness to put in the effort.

Question 2: How do you develop employee-skills?

Employees gain skills through experience and training. Every organization has training and development programs to enhance the skills of staff.

Question 3: What you do to improve the effort?

Employee motivation drives effort; the willingness to travel that extra mile. Employee engagement is the pathway to realizing the extra effort of each employee.

Gallup (2020) found that only 38% of the employees were engaged, and 54% not engaged. The report says:

….. 54% of workers are “not engaged” — they are psychologically unattached to their work and company. These

employees put time, but not energy or passion, into their work. Not engaged employees typically show up to work and contribute the minimum effort required. They’re also on the lookout for better employment opportunities and will quickly leave their company for a slightly better offer.

Employee engagement is about creating an environment in which employees fall in love with what they do. Passion for work increases productivity and quality.

Let us look at the relationship between employee engagement and employee satisfaction. Employee satisfaction refers to an employee’s “happiness” with the current job and conditions.

Employee Engagement measures an employee’s emotional commitment to an organization. It considers the amount of discretionary effort an employee expends on behalf of the organization.

So, a good salary, benefits, and job security may make an employee happy, not engaged. Satisfied employees will do their jobs decently but never go above and beyond.

Employee satisfaction increases retention, not necessarily, productivity.

An engaged employee is deeply involved and invested in their work. Job purpose and meaning, autonomy, career development, job impact, internal communication, and compensation create engagement.

Conduct an Employee Engagement Survey

Now that the business case is clear let us look at the process. The first step is to conduct an Employee Engagement Survey.

A successful Employee Engagement Survey has three crucial steps.

i. Inform and involve employees in the survey.

ii. Ask the right questions. If you don’t, the survey will not give you meaningful results.

iii. After the survey, act on the findings. If you don’t, employees will feel more disengaged than before.

Future Options conducts Employee Engagement Surveys. Please contact us at info@futureoptions.org for details.