We’ve all experienced the annual employee engagement survey at least once during our careers. The problems with these “agree/disagree” or “on a scale of 1 to 5” methods is that they’re impersonal and automated, and many employees simply don’t take this robotic box ticking approach seriously.
This traditional method of engagement does nothing to connect with the employee on a level which allows for the valuable, game-changing feedback that could lead to a happier and more productive work life.
Engaged employees outperform their co-workers by as much as 202%. This startling statistic shows just how much difference having happy, enthusiastic workers can make to productivity—and ultimately, profit.
Employers need to grasp every level of employee engagement by:
- Assessing current employee engagement
- Identifying what needs to change
- Asking the right questions
- Using the right platform
- Implementing continued measurement
Only then can businesses make the changes needed to nurture and encourage greater levels of engagement.
Measuring employee engagement, the right way
Before you can begin asking the questions that will transform the accuracy and effectiveness of your employee engagement, you first need to realistically evaluate where it stands in its current state and how you want this to change.
According to the Workplace Resource Foundation, highly engaged employees are 38% more likely to have above average productivity. As such, the time invested into targeted employee engagement is sure to result in long-term return.
Assessing your employee engagement
Asking your employees the right engagement questions comes from understanding where your employees engagement currently stands.
Maslow’s Hierarchy of Needs offers an easy-to-follow guide to doing just that.
This pyramidal system shows the levels of employee engagement, the incentives behind it and the effect that the different kinds of engagement has on motivation and, subsequently, productivity in the workplace.
To create specific, targeted engagement questions which will strike the right note with your employees, and lead to productive discussion, you need to understand where your team sit on this scale, and acknowledge why this might be.
Identifying room for change
Once you’ve identified your employees’ current level of engagement, you can set achievable goals for improvement.
For example, if the overall level of employee feedback is low, you can offer incentives for completion for your employees who currently only work for survival or security. Acting in response to current engagement levels means you’re taking the right steps to boost staff commitment
By taking the time to understand how employee engagement works, recognising and clarifying clear areas for improvement and the steps needed to reach your target, you and your employees will know exactly what needs to happen, and why.
Asking the right questions
Once you’ve identified your employees’ current engagement and decided on the suitable changes that can take place to improve this, you can begin to formulate your questions. By creating the right questions to your employees, you’ll harvest the feedback needed to accurately measure engagement and be able to implement the right changes.
As a senior manager, you might not have daily contact with the employees whose engagement you’re tasked with measuring. As such, it can be difficult to know exactly what questions to ask.
By pinpointing where your employees’ current engagement stands and where you want it to be, you can ask personalised, direct questions which focus on how this can happen. The result? Valuable input on how to improve engagement from those you’re trying to engage!
What you ask in your survey will vary depending on what you want to find out. From work-life balance to job fulfillment, the questions you ask your employees can take almost any angle. Need some inspiration? These example questions can be the jump-off point for a lot of valuable discussions and data collection:
- Would you recommend working here to a friend?
- On a scale of 1-10, how would you rate your work/life balance?
- Do you clearly understand how to improve your work?
- Do you feel like you receive enough recognition for your work?
- Do you feel valued at work?
- Do you think you can reach your full potential working here?
Using the right platform
Although the traditional paper-based employee questionnaires, surveys, feedback forms, and performance reviews can help to gain some insight, ultimately they only produce limited results.
These traditional methods of measurement fail to provide a visual of employees’ day-to-day experience and performance and don’t offer a platform for continued engagement.
For many employees, especially those who feel disengaged and are your most important priority, the traditional methods of measuring employee engagement—which offer predictable, generalised questions—tend to go unnoticed, thus measuring no engagement at all.
By implementing employee engagement through a platform which appeals to your target audience, you’ll get maximum engagement and maximum feedback.
Technology is one of the most innovative and increasingly popular forms for measuring employee engagement. One of the main reasons that technology is proving so successful is that it can be accessed easily at any time and by all, from telecommuting and travelling staff and office-based teams alike.
Many employee engagement technologies offer analytics dashboards so you can continually measure engagement, giving you the most accurate picture of your workforce possible.
Giving your employees the reins
StaffConnect recognises that employee engagement isn’t the one-way thing it’s made out to be by the traditional methods used. Successful, meaningful engagement works both ways—between the employer and the employee.
By using a platform like StaffConnect, which employees can access anywhere, at anytime, you can easily and effectively provide your team with the right questions to measure, and ultimately increase, engagement to create a more productive, fulfilled workforce.