Is there a strategy behind your employee engagement survey?

Let’s hope so

We all plan actions to achieve goals. At least we do if we want to succeed. Buying a house for instance. How much can we manage to save? Over what timeframe? How much can we afford monthly – including taxes, insurance, and utilities? What can we secure in pre-approved financing? How much of that do we intend to use? Should we build in a small contingency fund for unexpected repairs? Where do we want to live – what neighborhoods? We prepare must-have and nice-to-have lists. Check out properties. It’s all part of a personal home-buying strategy: set goals, align actions. Implementing an employee engagement survey is no different.

employee engagement survey strategy

When your organization decides to seek employee feedback, along with that decision comes the need to define what it is you intend to gain from the process. We’re talking about a carefully designed and planned questionnaire to serve a specific purpose, to feed into and support broader corporate strategies.

Employee engagement survey providers have volumes of qualified questions and first-hand expertise to help you with your selection. Some considerations you and your organization’s leadership team may take into account:

Financial growth & efficiency goals

  • Increase revenue
  • Reduce expenses
  • Exceed $X gross earning within X years
  • Achieve net profit growth of Y% within X years
  • Internal operational goals

  • Increase efficiencies through technology
  • Improve internal communications
  • Enhance customer relationship management processes
  • Create and maintain better vendor relations
  • Achieve product/service quality standards
  • Increase safety records
  • Employee goals

  • Attract top talent to bring innovation to product/service development
  • Develop individual skills
  • Strengthen team abilities
  • Create a stream of leadership training opportunities
  • Build front-line and mid-management support for employee engagement
  • Align rewards with performance
  • Reduce absenteeism rates
  • Decrease employee turnover rates
  • Existing and potential client/constituent goals

  • Better use of database for better customer relations
  • Expand market share
  • Improve retention rates
  • Acquire X new customers
  • Achieve higher customer satisfaction rates
  • employee engagement survey financial growth

    Building an effective employee engagement survey is like laying a flagstone pathway. Each stone (question/answer) leads to another step in the bigger equation.  If, for example, one of your strategies is to increase efficiencies through technology your survey may ask whether employees have the tools they need to do their jobs. Let’s say findings from front-line customer-facing departments indicate tools are not up to snuff. It’s not unreasonable to deduce that problem-solving and call duration suffers as a consequence – which impacts customer relations. Add in less than favorable employee engagement survey responses to questions about work/life balance (read anxiety levels) and you can also presume customers find themselves dealing with surly under-equipped, over-stressed call center staff. This is where employee engagement survey companies add the greatest return on your investment. Measuring, analyzing and interpreting employee feedback is complicated at best, dangerous at worst. Misguided decisions based on faulty results are costly. A trusted 3rd party vendor has the scientific extrapolation know-how.

    “Having clearly defined objectives from the beginning helps prevent “nice to know” questions from appearing on your survey. Also, clearly defined objectives reduce the need for unnecessary and complicated data analysis. Even a short survey can generate a ton of information. Knowing the objectives will help to extract the most important information from what is merely interesting or good to know.” ¹

    ¹ TalentMap Edition, Employee Engagement and Action Planning for Dummies, John Wiley & Sons Canada, Ltd. 2017; p 37

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