Employee Engagement Surveys

While employee satisfaction surveys can gauge the overall mood of your employees, employee engagement surveys dig deeper into the very causes.  How does one measure employee engagement?

This is best answered by addressing the 10 Employee  Engagement Factors. Our audit approaches the matter by critically examining the following:

Meetings

How are relationships between colleagues? Is the feeling of inclusion high? Do people trust each other?

Corporate Strategy

Is the strategy well understood by everyone in the organisation? Is enough time spent to communicate the strategy after every significant change?

Well- being

Are you paying enough attention to the well-being of your employees? Do they feel that you care about them? Is the balance between personal and professional life respected?

Personal Development

Do the employees have the feeling of being able to progress in their work? Are they trained? Do they have development prospects?

Relationship with the Manager

Do managers show empathy? Do they support their teams? Do they regularly provide feedback on the work done, their expectations, their objectives, and other key metrics?

Meetings

How are relationships between colleagues? Is the feeling of inclusion high? Do people trust each other?

Corporate Strategy

Is the strategy well understood by everyone in the organisation? Is enough time spent to communicate the strategy after every significant change?

Well-being

Are you paying enough attention to the well-being  of your employees? Do they feel that you care about them? Is the balance between personal and professional life respected?

Personal Development

Do the employees have the feeling of being able to progress in their work? Are they trained? Do they have development prospects?

Relationship with the Manager

Do managers show empathy? Do they support their teams? Do they regularly provide feedback on the work done, their expectations, their objectives, and other key metrics?

Meaning of Work

Does everyone feel that their work is making sense? Are the company values known and shared? Do your teams enjoy 
working for your company 's mission? Do you feel that your Company has a good Employer Brand?

Recognition

Do your employees feel sufficiently recognised? Do they think your organization is fair internally?

Working Conditions

Are the working conditions satisfactory, both in material and organisational terms?

Usefulness

Does everyone feel useful? Is the work of each person perceived as essential in the general functioning of the organisation?

Objectives

Are everyone's objectives clear and consistent for all?

Our Methodology:

We have a defined methodology to explore these Employee Engagement Factors. This is what we do:

1.

Interview with key people within the Human Resources Department and Managers to assess their feelin g as an Employer regarding Employee Engagement. Some of the key information extracted are:

  • What is understood by engagement? To what extent is it correlated to the rates of absenteeism, turnover or salary?

  • Definition of the persona of the engaged employee we build our questionnaires while factoring in the definition of this persona.

  • We conduct media watch exercises to find out what is being said about your Employer Brand externally.

2.

We carry out surveys with employees to understand their definition of Employee Engagement. The different options  designed with the clients, and according to their budget –  can be focus groups, workshops, and online forms, to name a few. 

3.

Identification of shortcomings.

4.

Recommendation based on the information gathered, targeting the required areas for improvement.

5.

Following this, we can assist you in the implementation  phase . Based on the recommendations and evolving gathering of information, we implement an 8-week Employee Engagement program.

We can make it happen