What Steps Do You Take To Customize Our Survey?

customize our survey

Before designing or implementing anything, you must first have a clear picture of what engagement looks like in your organization. This means carrying out internal, organizational research.

Focus Groups: Employee engagement is a two-way relationship. Focus groups can ensure that the survey answers questions that employees perceive as important. Employees may choose not to answer a survey that they perceive as a management investigation which ignores employee priorities. So we ask the question, "what do employees hope to achieve from the project?" We also find it useful to picture an engaged employee in the organization and consider what behaviors mark them out as being engaged? Focus groups are typically favored by companies that are new to engagement or have previously had a poor user experience with surveys, which has resulted in cynicism among employees. Focus groups provide a rich source of information to define engagement in the organization’s unique context and thus help greatly to improve employee feedback survey design and deployment.

Stakeholder Interviews: We typically carry out stakeholder interviews with senior managers when undertaking a new survey program to understand business issues and priorities. But it is also important to interview employees at other levels and in a variety of departments or locations. This will ensure that the employee population is adequately represented. These interviews can provide in-depth knowledge of business challenges employees face and make it possible to explore how survey data could assist in addressing those issues. The interviews also play an important role in gaining buy-in to the survey and to taking follow-up action and for sharing ownership of employee engagement so that is not just viewed as an HR initiative.

“We worked with a large engineering company and took a ‘bottom-up’ approach to gathering survey context. This meant carrying out facilitated employee focus groups to inform the redesign of the questionnaire. From this, we made changes to the questionnaire to reflect the greater buy-in and a validation of the engagement index. By running sessions across different sites, we were confident that all employee groups were represented and we added some site-specific questions." — Norm Baillie-David, Vice President, TalentMap

Interested in learning more about actions you can take in your organization?

Webinar Library

Managing Your Own Employee Engagement Survey

By Norm Baillie-David | June 22, 2017

Managing Your Own Employee Engagement Surveys View and download the webinar recording and slides below. While TalentMap is very pleased to conduct, interpret, and follow-up on employee engagement surveys on behalf of our clients, we also know that there are many organizations that, for whatever reason, prefer to conduct their survey in-house.  Wait what?  An Read More …

Absenteeism, Presenteeism and Employee Engagement

By Norm Baillie-David | May 18, 2017

Absenteeism, Presenteeism and Employee Engagement Presenteeism can cut individual productivity by one-third or more. In fact, presenteeism appears to be a much costlier problem than its productivity-reducing counterpart, absenteeism. Research consistently shows that high numbers of engaged employees in the workplace bring the organization many benefits, including better customer experience, high productivity, better retention, and Read More …

Fifteen Years of Employee Engagement Surveys – Why is Engagement Not Improving? What you can do in your Organization.

By Norm Baillie-David | April 20, 2017

Fifteen Years of Employee Engagement Surveys Why is Engagement Not Improving? What you can do in your Organization View and download the webinar recording and slides below.   Over the last 15+ years, TalentMap has amassed an extensive database of employee engagement survey data from more than one million employees in thousands of organizations. The Read More …

Selecting Benchmark Data for your Employee Engagement Survey

By Norm Baillie-David | March 30, 2017

Selecting Benchmark Data for your Employee Engagement Survey One of the most important decisions that you need to make when you’re preparing an employee engagement survey is the selection of an appropriate benchmark. Most major vendors in the employee engagement space advertise that they have benchmark information – but how do you select the right Read More …

Employee Engagement Best Practices in Financial Services Firms

By Sean Fitzpatrick | February 23, 2017

Employee Engagement Best Practices in Financial Services Firms In a recent study (‘Global Consumer Banking Survey’) by Ernst & Young, “the way I am treated’ was listed as one of the most important reasons people gave for trusting their banking provider. Ongoing research in the sector also shows a strong correlation between the Customer Experience Read More …

Health, Wellness, and Employee Engagement

By Norm Baillie-David | January 26, 2017

Webinar – Health, Wellness, & Employee Engagement The World Health Organization defines a healthy workplace as one in which workers and managers collaborate to use a continual improvement process to protect and promote the health, safety, and well-being of all workers and the sustainability of the workplace. In addition, The Society of Industrial and Organizational Read More …

Manager Best Practices in Non-Profit Organizations

By Sean Fitzpatrick | December 1, 2016

Non-Profit Manager Best Practices that Improve Employee Engagement Non-Profit Manager Best Practices They say “employees leave managers, not companies” but what can a manager do in his/her day to day work to really make an impact. In short, what are some manager best practices that improve employee engagement in non-profits? Join Sean Fitzpatrick, President of Read More …

Employee Engagement in Municipalities – A Special Sector Requiring a Special Approach

By Norm Baillie-David | November 10, 2016

Employee Engagement in Municipalities A Special Sector Requiring a Special Approach Municipalities in North America represent very complex work environments, which combine a myriad of different types of employees.   Depending on how your municipality is incorporated, you may have to engage police and emergency response, transit workers (and deal with their respective unions), labourers, students Read More …

Employee Engagement in Advocacy and Member-Driven Not-for-Profit Organizations

By Sean Fitzpatrick | October 27, 2016

Employee Engagement in Advocacy and Member-Driven Not-for-Profit Organizations Download the Slides: Webinar – Employee Engagement in Advocacy & Member-Driven Not-for-Profit Organizations Slides Not-for-profit organizations in the U.S. and Canada are constantly striving to provide additional value to their members, and senior management and boards of directors are increasingly cognizant that a highly engaged workforce is Read More …

Employee Engagement in Cause-Driven Not-for-Profit Organizations

By Sean Fitzpatrick | September 29, 2016

Employee Engagement in Cause-Driven Not-for-Profit Organizations Not-for-profit organizations in the U.S. and Canada are facing daunting challenges. Many charitable organizations are facing revenue pressure as a result of donor fatigue and a sluggish economy. Increased pressure on staff and a constant state of change and restructuring have driven down morale and increased attrition and absenteeism Read More …

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