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Employee Engagement Surveys – Are They Worth It?

3rd April 2017 HR and H&S

Employee engagement is defined by HR Zone as the emotional attachment employees feel towards their place of work, job role, position within the company, colleagues and culture and the affect this attachment has on wellbeing and productivity.

From an employer’s point-of-view, employee engagement is concerned with using new measures and initiatives to increase the positive emotional attachment felt and therefore productivity and overall business success.

Employee engagement is seen by many to be an example of a competitive advantage.

How Engaged is your Workforce?

According to Gallup Q12 a staggering 87% of employees worldwide are not engaged. Many companies are experiencing a crisis of engagement and aren’t aware of it.

It is easier now than it has ever been to measure employee engagement; things have evolved considerably since the days when the annual survey form was sent round the Company.

Technology now means that employers can use various apps and online tools to assess the engagement of individuals within their Organisations on a daily basis.

Key Benefits of Staff Surveys

  • Listening to your employees and implementing positive changes will improve staff retention
  • Creating a Company that is by reputation “good” to work for will attract the best talent
  • Staff will feel valued be engaged and more productive
  • Sickness absence levels will be reduced
  • Managers will spend less time with dealing with grievances and disciplinary hearings

Key Benefits to Carrying out Staff Surveys Online

  • Speed – online surveys are much quicker than traditional paper survey methods
  • More cost effective
  • Accurate – real-time surveys record information that reflects the here and now
  • Easy – analysis of the results is quick and easy to interpret many online surveys provide summarised results.
  • User friendly – most people find it simple to fill in an online survey
  • Flexible – You can easily adapt your survey to suit your business requirements and collect relevant information


Communication and Feedback

So whether introducing a new strategy for monitoring levels of employee engagement or fine tuning an existing one the most important part of the process is the communication with employees and action that the organisation takes as a result of the feedback it receives.

‘The employee engagement challenges that individual organisations face mean action plans are specific to each organisation and this is something which organisations need to take into account when planning what action is taken further to the survey data being analysed. Communicating with employees throughout the whole process is therefore paramount.’ CIPD, (2013)

The staff survey will give you an insight into your own organisation and increase your understanding of what motivates your employees and what is important to them.

Putting in place initiatives driven by your workforce mean that you are adding value to your organisation and saving money by focusing on what is important to your employees.

When you consider the value to be added to the organisation by having an engaged workforce and the key benefits of effectively carrying out employee surveys it seems that there is very little to be lost by implementing them.