Employee Engagement Survey

Employee Survey: Employee Engagement Survey

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I have read a lot of articles lately professing that you should not measure employee engagement, that’s right, stop the employee engagement surveys…the employee surveys.  Now the reasons seem to range from reasoning that there are other measurements that tell a story about employee engagement such as employee retention or the number of new ideas or products that are coming out.  I do agree that these measurements may shed some light on employee engagement but they probably only tell part of the story.  For instance you could have high retention of employees due to other factors than employee engagement, such as a great pension plan or an environment where employees have quit but stay for the pay and perks.  As well employee attrition may be the result of poor employee engagement, but it is usually one of the last signs and by that time your organization is in trouble.

 

Last Updated ( Tuesday, 27 August 2013 22:31 ) Read more...
 
 
 
Since the start of the economic downturn, the number of disengaged employees has increased by 235% in an eighteen month period, increasing the percentage of disengaged employees from 8% of the workforce to 19%.* 

 employee-engagement-surveyOn the other end of the scale the highly engaged employees have dropped by 30% from over 15% of the workforce to approximately 10%.* So what is driving this dramatic deterioration in engagement? We need to consider the knee jerk reaction of many organizations. When times are tough they start cutting staff and this has a huge impact on engagement. First off the leaders that are involved in the cutting tend to experience a decrease in engagement and this leads to further disengagement of the staff. One of the drivers of engagement is the organization’s commitment to the employee. When the downsizing starts, employees start to second guess their organization and the commitment it has to employees. Let’s not be fooled into thinking that downsizing only impacts the employees leaving the organization. It impacts all employees including your high performers. The largest drop in engagement has been at the senior levels with the highly engaged dropping from almost 30% to around 13%.*
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