For Employee Satisfaction Survey (ESS), you may look at the right side bar of this post. You will find past posts. There are posts with attachments also.
Conducting ESS is no easy task. The analysis of ESS requires immense maturity. Secondly, after conducting ESS, what you do is also important. ESS always spills sticky beans and top management should have courage to face the truth. Post-ESS activities include, redesigning organisational policies or in extreme case, organisation redesign also. Therefore, you may hire external consultant. Feel free to contact undersigned.
From India, Bangalore
Employee engagement is the extent to which employees feel valued and involved in their everyday work.
There’s plenty of debate among human resources professionals and researchers about the particular dimensions that make up employee engagement. But at its core, it comes down to whether employees feel invested in their company’s mission and its success.
Running an employee engagement survey doesn’t just measure how happy employees are it measures how dedicated they are to the mission and outcome of your company. Measuring employee engagement, then, is even more crucial: It’s an important indicator of the health of your business and a good way to spot areas for improvement.
# Why measure engagement?
When employees are engaged with their work, they’re more fulfilled and more motivated. That ultimately leads to higher productivity. That’s why employee engagement is so important to the success of your organization. An engaged workforce results in a more productive and profitable organization.
# A good employee engagement survey will measure several factors-
1.Leadership behavior: Effective management can make or break your employee engagement. It’s crucial to have effective leadership at every level of the organization. A good employee engagement survey will gauge these habits, from managers to C-level.
2.Nature of work: Most people don’t actually want an easy job.Challenging work can be immensely motivating for employees as long as employees can see clearly how their work ties to the company’s performance. Use your employee engagement survey to ask your employees how challenging (and motivating) their work is and whether there’s a clear line of sight between their performance and the company’s.
3.Career development: Are your employees getting support from educational and mentoring opportunities? An employee engagement survey can help you find out if your employees can see a clear path forward and if they have the support they need to get where they want to go.
4.Company pride: When people take pride in their company, they’ll take pride in their work.It makes them show up to work focused, aligned with their peers, and ready to tackle problems with commitment.
5.Colleagues:It’s important to think about the working relationships between employees: how they interact, how they view each other’s abilities, and what they see as the strengths and weaknesses of the workforce. How employees view their colleagues can have huge impact on their morale and faith in meeting company goals.
**Employee survey questions aimed at these issues should be a huge part of any employee engagement strategies you implement.
Questionnaire based on the following part also-
## Measure Employee Engagement Using Anchor Question include:
• It is easy to become absorbed in my job.
• I would recommend Sample Company as a great place to work.
• My job is stimulating and energizing.
## Employee Engagement Index: Based on responses to the anchor questions,creates an
Engagement Index that defines various groups of employees from Fully Disengaged to Fully Engaged. The results are further analyzed to show what items cause employees to feel the way they do.
## 5 Keys of Employee Engagement
There are five keys that drive employee engagement. We use one question as a direct measure and three supporting questions to measure each of the five MAGIC keys. This allows organizations to determine which of the five keys is driving or inhibiting engagement and understand how to take action to improve.
1.Meaning: Do employees find meaning and purpose in their jobs? Does their work make a difference for others?
2.Autonomy: Do employees have freedom, self-governance, and an ability to make choices about their work?
3.Growth: Does the job provide development and growth opportunities.Does the work challenge and stretch employees to grow and improve?
4.Impact: Do employees feel like they are successful in their work? Do they see that their effort makes a difference and contributes to the success of the organization?
5.Connection: Do employees have a personal connection with the people they work with, their boss, and the social community of the workplace?
## Don't Forget to Measure Employee Satisfaction
Remember, employees need to have their basic needs met or engagement will suffer. Many of the survey items measure concepts that impact employee satisfaction. Some of these items include:
• I have received the training I need to do my job well.
• I have the tools and resources I need to do my job well.
• My supervisor treats people with fairness and respect.
• My supervisor gives me regular feedback on how I am doing.
• We work effectively across departments and functions.
• This organization communicates well with all employees about what is going on.
## Open-Ended Survey Questions
Open-ended comments provide a wealth of qualitative information and provide detail on the reasons behind employee engagement survey scores. We recommend using two simple open-ended questions:
• What are the greatest strengths of our organization?
• What are the areas that need the most improvement in our organization?
From India, Delhi