I want to check my questionnaire to see if it is suitable for my project on employee engagement levels. I also want to know how to analyze it. Which method is used for analysis and how? Here, I have attached my questionnaire.
Please reply. Thank you.
Regards.
From India, Ooty
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Please reply. Thank you.
Regards.
From India, Ooty
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Thanks for the private message requesting me to look at this thread. It's always helpful if a link is provided; it saves searching for the post. I have taken a quick look, and here are some general observations.
Survey Design Recommendations
It's better to ask personal and demographic questions at the end. Also, you should include a small note to say who you are, why you are doing the survey, and how it benefits the responders.
When asking questions, it is better to focus on a single factor per question. For example:
Q17. This organization provides enough information, equipment, and resources I need to do my job well.
Suppose the company provides enough information but not enough resources; how should one respond to the question?
Finally, it is better to use a web-based service that provides an analysis of the responses, provided the recipients can access it that way.
Regards.
From United Kingdom
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1639Survey Design Recommendations
It's better to ask personal and demographic questions at the end. Also, you should include a small note to say who you are, why you are doing the survey, and how it benefits the responders.
When asking questions, it is better to focus on a single factor per question. For example:
Q17. This organization provides enough information, equipment, and resources I need to do my job well.
Suppose the company provides enough information but not enough resources; how should one respond to the question?
Finally, it is better to use a web-based service that provides an analysis of the responses, provided the recipients can access it that way.
Regards.
From United Kingdom
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I have read your entire questionnaire thoroughly. At the end, I got confused about the topic of your questionnaire, whether it is on "Employee Engagement" or "Employee Retention." Undoubtedly, "Employee Engagement" affects "Employee Retention." Less engaged employees are more likely to quit the company than those who are highly engaged. Lower engagement of employees means less productivity or contribution in the workplace. The issue relates to studying the factors that affect or reduce employees' engagement at the workplace and lower productivity or contribution. A less engaged or low productive employee is more harmful to a company than an employee who is planning to quit. A less engaged or sometimes actively disengaged employee becomes a liability for a company. Therefore, what matters most for an employee in the workplace to enhance engagement should be the subject of study.
Key Ingredients of Employee Engagement
1. The nature of work - It should be mentally stimulating every day.
2. Support - Feeling supported by their line manager and colleagues.
3. Recognition - Efforts being recognized and valued.
4. Loyalty - Does the employee want to stay with the company?
5. Advocacy - Does the employee recommend their company to family or friends?
6. Values - Does the employee feel that managers and colleagues "walk the talk" in terms of the organization's values?
Regards,
Gyanendra Dixit
From India, Delhi
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Key Ingredients of Employee Engagement
1. The nature of work - It should be mentally stimulating every day.
2. Support - Feeling supported by their line manager and colleagues.
3. Recognition - Efforts being recognized and valued.
4. Loyalty - Does the employee want to stay with the company?
5. Advocacy - Does the employee recommend their company to family or friends?
6. Values - Does the employee feel that managers and colleagues "walk the talk" in terms of the organization's values?
Regards,
Gyanendra Dixit
From India, Delhi
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It's really nice and interesting to see that you chose Employee Engagement for your project topic. You should take this further by way of research and perhaps a Ph.D. too.
To complement the thoughts and insights of our two learned friends, Mr. Simhan and Mr. Gyanendra Dixit, I would like to send you this link where you can learn more about Employee Engagement. An interesting study of over 1,700 employees conducted in 2012 by the American Psychological Association (APA) indicated that more than half of all employees intended to search for new jobs because they felt underappreciated and undervalued: http://www.apa.org/news/press/releas...ace-survey.pdf
This will provide you with enough information to frame your questionnaire. Additionally, visit this Blog for numerous interesting articles and insights on Employee Engagement, which will not only benefit your project but also your professional career.
A Few Things to Consider When Sending Out Questionnaires
- Do not ask for names unless absolutely necessary.
- Similarly, avoid asking for gender unless it is crucial for medical reasons.
- The nature of the survey is not dependent on age; feelings and responsibilities can vary based on age. Therefore, age can be left as an optional question - for example, "Share your age only if you are comfortable," as it is considered impolite to inquire about age, especially for women.
Best Wishes
From India, Hyderabad
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To complement the thoughts and insights of our two learned friends, Mr. Simhan and Mr. Gyanendra Dixit, I would like to send you this link where you can learn more about Employee Engagement. An interesting study of over 1,700 employees conducted in 2012 by the American Psychological Association (APA) indicated that more than half of all employees intended to search for new jobs because they felt underappreciated and undervalued: http://www.apa.org/news/press/releas...ace-survey.pdf
This will provide you with enough information to frame your questionnaire. Additionally, visit this Blog for numerous interesting articles and insights on Employee Engagement, which will not only benefit your project but also your professional career.
A Few Things to Consider When Sending Out Questionnaires
- Do not ask for names unless absolutely necessary.
- Similarly, avoid asking for gender unless it is crucial for medical reasons.
- The nature of the survey is not dependent on age; feelings and responsibilities can vary based on age. Therefore, age can be left as an optional question - for example, "Share your age only if you are comfortable," as it is considered impolite to inquire about age, especially for women.
Best Wishes
From India, Hyderabad
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The employee engagement survey by itself does not help you very much. It needs to be analyzed. There is a method of combining these scores with those of the year's appraisal. Make a graph with four quadrants indicating the four appraisal ratings: Excellent, Very Good, Good, Meets Expectation. These quadrants are color-coded for easy analysis. The analysis can be done per employee, for a group as well as for the organization as a whole. For group and org-wide, the total number of employees with a particular appraisal rating is entered in the respective quadrant. If you use an Excel sheet to enter the data, then creating a chart would be easier.
The quadrants are left bottom [Very Good], left top [Excellent], right top [Good], right bottom [Meets Expectations].
Normally, there should be only ten questions, and the answers should be either [yes] or [no]. The questionnaire provided by Raksha has all the right questions; cut them down to ten.
If doing for an employee, put down his/her score from the questionnaire [one for every yes] in the quadrant that relates to his/her appraisal rating. A person who scores 10 is fully engaged; as the score goes down, the level of engagement lowers. Combine this score with the person's rating in the chart to indicate if the person will stay on or leave.
The Analysis is as Follows:
A person with an excellent rating who is not engaged will surely leave the company.
Sorry, now I seem to have forgotten the balance. I will consult my notes and complete this post later today. I will try to provide the graph as well.
Regards
From India, Hyderabad
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The quadrants are left bottom [Very Good], left top [Excellent], right top [Good], right bottom [Meets Expectations].
Normally, there should be only ten questions, and the answers should be either [yes] or [no]. The questionnaire provided by Raksha has all the right questions; cut them down to ten.
If doing for an employee, put down his/her score from the questionnaire [one for every yes] in the quadrant that relates to his/her appraisal rating. A person who scores 10 is fully engaged; as the score goes down, the level of engagement lowers. Combine this score with the person's rating in the chart to indicate if the person will stay on or leave.
The Analysis is as Follows:
A person with an excellent rating who is not engaged will surely leave the company.
Sorry, now I seem to have forgotten the balance. I will consult my notes and complete this post later today. I will try to provide the graph as well.
Regards
From India, Hyderabad
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I could still open the questionnaire and have saved it as a Word 97-2003 document and have attached it.
From United Kingdom
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From United Kingdom
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I have found one document I used for an employee engagement survey. I have attached it to this post. I am sure other senior HR professionals will be able to add to this.
Just recently, someone told me how the employees are treated in their company. The management is blind to employee needs, yet they question why employees are not loyal or interested in joining various activities. That company has not asked why but threatens to sack such employees. They only want employees to obey orders, not wondering why they have to make threats for employees to follow orders.
The Role of Management in Employee Engagement
Is this the day for issuing orders, or is this the age for management to engage employees in day-to-day affairs and get them to build the company? These companies do not realize that management by itself cannot build a company; a company is built on the strengths of the employees.
The Importance of Empathy in Management
Companies now do not know the word empathy; maybe they have not heard of it, so how can they practice empathy? These companies have forgotten that employees do not leave a company; they leave managers.
Regards
From India, Hyderabad
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Just recently, someone told me how the employees are treated in their company. The management is blind to employee needs, yet they question why employees are not loyal or interested in joining various activities. That company has not asked why but threatens to sack such employees. They only want employees to obey orders, not wondering why they have to make threats for employees to follow orders.
The Role of Management in Employee Engagement
Is this the day for issuing orders, or is this the age for management to engage employees in day-to-day affairs and get them to build the company? These companies do not realize that management by itself cannot build a company; a company is built on the strengths of the employees.
The Importance of Empathy in Management
Companies now do not know the word empathy; maybe they have not heard of it, so how can they practice empathy? These companies have forgotten that employees do not leave a company; they leave managers.
Regards
From India, Hyderabad
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