Employee Engagement Survey: How To Improve Retention With One

Employee Engagement is important for a strong and positive organisational culture which in turn is essential for attracting and retaining talent.  which is essential for growing a sustainable and successful organisation. How do you ensure employees are engaged and satisfied with where and how they work and if their conversations reflect your brand? You ask them and act on the feedback received. Research shows that highly engaged employees boost productivity, and creativity and lowers absence.

 

At Think People, we believe that adopting employee engagement activities, especially carrying out an Engagement Survey, is one of the most effective methods of maintaining engagement. Employee engagement surveys seek employee input and provide decision-makers with the data needed to support data-driven decisions that enable the development of initiatives that benefit your employees. This empowers them to contribute to creating or enhancing a workplace culture appropriate for your organisation.

 

An engagement survey provides a confidential means to listen to all your employees and encourages them to be honest with their feedback. Employers can discover what engages and disengages employees in the organisation through the insights supplied by the survey data. As a result, make data-driven, educated decisions about what has to change or stay the same for them to advance.

 

While employee engagement surveys are effective, they require time, resources, and investment. You need to ensure you are asking the right questions and taking action based on the answers you receive, with the investment (either of time or finances) to make changes where changes are required.

Engagement surveys must always result in feedback and action. It shows you listened and took action when your employees spoke.

 

Benefits of Engagement Surveys

1. It promotes open and honest communication, empowering employees to be confident to share their views in a meaningful way.
2. Empowered employees tend to be motivated, confident in their roles, and loyal to the organisation.
3. When action is taken, and managers take responsibility to take action within their team this can increase a sense of teamwork and improve team dynamics.
4. It contributes to employee overall wellbeing, providing a means for sharing areas that are counterproductive to well-being and allowing for corrective action to be taken. 

 

Top Tips for Conducting Engagement Surveys

1. Have a clear reason why you are committing to do this. Clear rationale aligned with a true desire to listen will support a high response rate and honest opinions being shared.
2. Understand what you are asking and why. Have a clear understanding of the questions you are going to ask and feel comfortable that you will be able to take action and there are the resources to do so.
3. Use a robust and reliable engagement tool that can support the provision of accurate and useful data.
4. Deciding to launch it at the right time, do not pick a time where there are significant numbers off on annual leave, for example.
5. Want to listen and take action? Honestly and authentically entering into activities such as this requires you to want to know the answers and to be in a position to make changes where appropriate.

 

Employee Engagement surveys are beneficial for the entire organisation when the data provided is reliable and used to inform future decision-making. Additionally, organisations that are “future-ready” are clear on their purpose, aware of how to create value, and create strong cultures that attract and retain the best people. These features are reflective of the employee engagement survey outcomes. When we consider the current employment market, we cannot ignore the graduate pool and its needs. What graduates want from the workplace is heavily reliant on the culture and the right culture fit. By providing opportunities to voice opinions, employees know that their views are valued, and are also able to address any issues they may have. By providing a means for all voices to be heard, the concept of one team is emphasised.

 

How Can Think People Help?

We have a wealth of experience in a wide range of Engagement Services. Think People’s Employee Engagement Consultants can carry out an Engagement survey and make recommendations to impact employee engagement including business strategy, creative engagement campaigns, effective modern problem-solving approaches, team development, communication processes, and strategy, performance management, and reward, and learning and development, etc.

 

Contact us at enquiries@thinkpeople.co.uk to explore how these services can add value and true benefit to your organisation.