By: Kim Moshlak on March 28th, 2018
Collecting a New Point of View with Employee Surveys
In these times of working leaner and meaner, we find ourselves trying to figure out how to do more with less. We need our employees to be heavily engaged in the work they are doing for us to ensure they are as productive as possible.
According to a Gallup Study, The State of the Global Workplace, the number of actively disengaged employees in the workplace outnumbered the number of actively engaged employees by nearly two to one. And in the US and Canada, 29% are engaged, 54% not engaged, and 19% are actively not engaged, meaning they are “unhappy and unproductive at work and liable to spread negativity to coworkers.”
This is concerning in that 71% of our workforce is probably not nearly as productive as they could be. If those numbers remain true, can you imagine what would happen to your productivity, and therefore profits, if you could get them all engaged? The true goal is to focus on those who are not engaged, and either get them engaged or perhaps consider other alternatives.
So, how do you get your team engaged?
By listening to them. You won’t satisfy everyone, but you can certainly make a difference by finding out what employees want. You can do that by conducting an employee engagement survey, a culture study of the organization, or perhaps by breaking it down by department and conducting a team or cross-team assessment.
Employee Engagement Surveys
Employee engagement studies are being used by many organizations to focus on components of engagement that drive workforce performance. Similarly, a culture study asks questions specifically about the how the organization does business, how employees perceive what is important to the organization and how the groups interact with their internal and external customers. These studies can focus on the mission, vision and values, and whether employees feel they are both accurate and valued by the organization. The benefit of these types of survey is that you will obtain information about how employees “feel” about their work environment. This focus can give you great insight into the minds of your employees, and help you to figure out what they would like the organization to consider toward improving or solidifying the work experience.
A team assessment allows an organization to identify the strengths of a team and to determine if there are areas which are holding a team back from growth. Along with team assessments are cross-team assessments. These assessment allow for the study of two teams which regularly interact. Both of these tools are powerful in advancing an organization, and in unveiling hidden issues which need to be addressed.
Reviewing Results & Taking Action
Following these surveys comes the most critical component in any survey administration, and that is the obligation to study the results and to create plans to address areas that are identified as stumbling blocks. We find that organizations who fail to take advantage of this essential step actually lose ground when trying to improve their culture.
Regardless of the survey type you select, the number one rule of surveys is: If you aren’t going to consider working on it, don’t ask about it. And if you ask about it, you need to work on it.
Select the tool that is right for you, and if you need help, we can help you determine what to measure and which of these tools (or perhaps another) would be best for your organization. While we offer tailor solutions based your need, it is important to note the Helios HR Employee Engagement Survey focuses on both aspects of engagement and a team assessment.