What is Employee Engagement? Employee engagement is a hotly debated topic among researchers and human resource managers. Employee engagement is the amount of emotional commitment and involvement of employees towards the organisation they are working for. It is a measure of how invested employees feel in the mission and success of their company and how dedicated they are to further this cause. The concept of employee engagement emerged in 1990s and became widespread ever since the early 2000s. For employees, employee engagement may mean that they -
  1. Are happy working for their company.
  2. Really like to work for the growth of their company.
  3. Want to be part of it for a long time.
  4. Are enthusiastic about developing new skills, work hard and getting acknowledged for it all.
  5. Feel proud of working for their organisations.
For employers, employee engagement is about -
  1. Increasing dedication to work and inculcating the organisation’s values in the employees.
  2.  Spotting the best employees, recognizing their talent, appreciating them.
  3. Retaining good employees.
  4. Improving business outcome owing to positive attitude and behavior.

Employee Engagement vs Employee Satisfaction

Employee engagement is different from employee satisfaction. Increase in employee satisfaction may not always result into an increased performance. A satisfied employee may be happy collecting his or her pay check after doing minimum work. On the other hand, engaged employees, along with being happy to collect their pay checks, are dedicated and eager to put in more effort in their work. In a nut-shell, engaged employees are likely to be satisfied, but not all satisfied employees may be equally engaged.

Why measure Employee Engagement?

When employees are engaged with their work they perform better, which increases their productivity. They feel that belong to the company and play an important role in furthering the cause of the company. Engaged employees are absorbed in their company and work hard to further the cause of the concerned organisation. All this is good for the company in monetary terms as engaged employees generate more revenue. They are also good in terms of quality as these employees keep a positive atmosphere in the office. Engaged employees are also more likely to be retained by their companies in times when retention has become very difficult.

10 Important Employee Engagement Survey Questions

1. How happy are you at work, on a scale of 1 to 10?

This is a direct question and is quite cliche to begin with. It asks the main question on the first go and gauges the employees’ happiness.

2. Would you recommend a friend or family member to work at this company?

This question is like the Net Promoter Score (NPS) of Employees. Employees would only recommend someone else to work at their company only if they are happy working there. The opposite is also true.

3. Are you aware of the vision and mission of the company? Does it motivate you?

If employees know about the mission and vision, they feel that they are an integral part of the company. They feel valued and motivated, both of which increases employee engagement and productivity.

4. Do you like doing your job?

Needless to say, it is important for employees to like what they are doing. It is also important for them give positive answer as this is quite an upfront question.

5. Would you trade your job with someone else’s job in another company?

It is a hypothetical question but might serve the purpose well. This is because a company can retain good employees only if they are satisfied with the job.

6. Do you see yourself working at this company in the near future (1 or 2 years)?

Only satisfied employees would see themselves working for the same company in the near future. This question supplements the employee retaining question asked before.

7. How frequently does your manager recognize your performance and contributions?

Recognition and appreciation of good work keeps employees happy. It helps them stay motivated for their hard work and dedication towards their respective companies.

8. Can you freely give feedback to your seniors? Do they take your suggestions into account?

This question aims to find out the distance between the senior and junior employees of the company. If the answer is negative, the junior employees may feel that their role in the company is not important. As a result their engagement may diminish along with their output.

9. Can you say that you are able to maintain your work-life balance?

Work life balance has become gained a lot of importance of late. This is because with increase in number of employers, employment options have also increased. A good personal life makes a person happy as a result of which employees are able to perform better at work.

10. Briefly describe your company. What do you like and what do you dislike?

Employees are likely to give diverse answers owing to the subjectivity of the question. It is important to take every suggestion given by the employee seriously. How the employee describes his/her company is also subject to scrutiny. The employee may reveal a lot about he/she looks at the concerned company.

Scores

Employer Engagement Survey score is an important indicator of the health of any company and is a good way to spot areas for improvement. Higher employee engagement score means employees are happy with their respective jobs and employers. If the employees score low, then the company needs to take measures to enhance their work experience. It will be good for the employees as well as for the company in the long run. Acting on the scores is very important, irrespective of how high or low they are.

Employee Engagement activities

Here are some employee engagement activities that ought to be followed in every office culture. Not just for better scores in the Employee Engagement Surveys, but for better work culture as well.
  1. Inculcate the company’s mission and values in the employee
  2. Recognize and encourage innovation
  3. Celebrate people and their achievements
  4. Involve employees in your business planning process
  5. Encourage communication between top executives and other employees
  6. Build long-term engagement
  7. Create a knowledge sharing system
  8. Have team photos
  9. Encourage charity and volunteering
  10. Encourage learning
Measure employee engagement periodically, do not make it a one time affair.   Don't get disheartened if employee engagement activities do not yield instant results. Keep conducting it for qualitative enhancement in employee engagement.

Posted in Analytics, Employee Engagement, Employee Surveys, Survey Questions, Surveys

Tagged employee engagement activities, employee engagement survey questions, employee feedback, employee feedback system, employee onboarding, employee survey, online survey questions