Having a dedicated workforce is always the top priority for most HR leaders and employers as they are always thinking about positive engagement. The goal is to cite out the methods through which the company can extract the best results out of their employees. As a matter of fact, most studies based on workforce behavior and leadership unravel that the best work production has always come out of the highly engaged employees.
The Importance of Employee Engagement Surveys
As you cannot speak with your staff one-on-one, there are various tools and strategies that can be availed to track and measure employee engagement such as employee engagement surveys. Most organizations avail the most common forms of employee engagement surveys namely the annual engagement surveys and the pulse surveys. Although the management understands the importance of these surveys, they often find it difficult in interpreting the data and take necessary actions accordingly.
That being said, here are some of the best ways to measure employee engagement:
Annual Engagement Surveys
As the name suggests, the annual engagement survey is conducted once a year and is definitely the most popular format for analyzing employee engagement. If you require a macro, data-driven metric for understanding your workforce, annual engagement surveys are the best. This engagement survey is a bit lengthy and might take employees up to 15-20 minutes to complete.
Pulse Surveys
Having an annual survey might give you a holistic approach to employee engagement, but there are chances that the actions taken based on the data might miss out on the real-time issues employees face in the upcoming months. In order to tackle that, organizations opt for smaller surveys or Pulse surveys more frequently to get an impression of the present situation and feelings of the workforce. Such employee engagement surveys are conducted on a quarterly, monthly and sometimes even weekly basis.
eNPS or Employee Net Promoter Score
Based on the NPS or Net Promoter Score, the eNPS (Employee Net Promoter Score) is utilized to measure employee loyalty. Take, for example, eNPS is assessed by asking a very simple question in surveys - “On a scale of 1-10, how likely are you to refer to this company as a great workplace?”
Employees will answer the question anonymously on the sliding scale where anything less than 6 means they are detractors, scores 7 & 8 means they are passives and 9-10 means they are promoters. In other words, the detractors feel unhappy at the workplace while the promoters would happily recommend the company to their peers. Even though eNPS is not designed to track why certain employees won’t refer the company to others, it definitely highlights the metric of dedication amongst the workforce.
Concluding Thoughts
Employee engagement is vital to a company’s success. With a well-defined engagement survey, leaders can give a platform to their employees where they can freely express their views and concerns regarding the company. Hopefully, this guide will help you in understanding the different survey metrics and drivers that lead to impact overall employee engagement.
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