An engagement survey is a tool to measure employee engagement is an emotional state where employees feel passionate, energetic, and committed to their work. This translates into employees who give their hearts, spirits, minds, and hands to deliver a high level of performance to the organization. The engagement index, which is derived from a statistical computation of the survey results, gives an Engagement Index on the level of rational and emotional commitment of employees as elaborated in the diagram below. The results are further analyzed to show what items cause employees to feel the way they do.
Our approach to engagement surveys includes delving deeply into the drivers of engagement, or diagnostics, as well as reporting and tracking the key evidence of engagement, which we base on how people respond to the engagement questions. From these, we formulate an employee engagement index – a key metric that can be used to compare results between divisions, departments, over time, and other entities as well. We also use the pattern of how these key questions are answered to (anonymously) identify the engagement level of each responding employee. Knowing the percentage of employees that are Positively Engaged, Passive or Disengaged provides a powerful starting point for action planning, as well as getting attention for employee engagement survey results.
Below is a generic action plan for actioning an engagement survey and can befully customised based on your specific needs
|Phase 1: Prepare for the Employee Survey 1-3 weeks||– Create implementation plan to determine roles and schedules during and after the employee survey – VALDUS, HR and top management agree on schedule for initial survey and details of employee communication – Create employee demographic spreadsheet, confirm it has been loaded into system (or define demographic questions) – Send initial communication to employees on the engagement survey process and benefits|
|Phase 2: Conduct the Employee Survey 2-3 weeks||– VALDUS initiates survey, monitors participation, answers questions from employees – HR sends reminder emails as needed – If the response rate is low, it may be necessary to extend the survey end date|
|Phase 3: Review Survey Results and Debrief 1 month||– VALDUS, HR and the senior leader evaluate data and plan interventions with top managers; equal focus is placed on “centers of excellence” and “centers of opportunity” – Senior leader and HR agree on implementation priorities, roles, and schedule – VALDUS and HR debriefs top managers to explore engagement survey results within their areas – VALDUS and HR works with top managers to cascade debriefings to middle managers and employee groups|
|Phase 4: Act Ongoing||– Action plan is defined, communicated, and implemented – Ensure all employees understand the action plan, how it benefits them, and the senior leaders’ commitment to the plan – Coaches leaders and their teams to enhance alignment, trust, straight-talk and healthy conflict; key leaders learn the fundamentals of engaging leadership – Keep communicating as the plan is put into action and milestones are reached – After enough time has elapsed, repeat the engagement survey to measure progress and understand how engagement and engagement-related issues have shifted since the initial survey|