Employees are the lifeblood of your organization, so it should come as no surprise that employee engagement directly affects your company’s bottom line and determines overall company performance and growth. Measuring employee engagement is vital for a happy and productive organization, so whether you’re just getting started or well into your employee engagement journey, we’ve compiled our best practices to help you go further.

 

Take a look under the hood

 

Why should you care about employee engagement if, generally speaking, your employees and your organization appear to be doing just fine? Let’s think of it this way—your organization is kind of like a car, and all of the individual components determine how well it runs, how much mileage you get, and the longevity of its performance. But just because your car hasn’t broken down yet, doesn’t mean you shouldn’t regularly change your car’s oil, respond to the check engine light and rotate your tires. With good maintenance, your car performs well, and it’s the same with your employees.

 

Every individual contributes to the overall success of your organization and each employee has countless engagement drivers and factors that affect their happiness, performance, and loyalty. By collecting and acting on employee feedback, you can optimize performance, increase output and identify what you need to do to create superstar employees that grow your business.

 

No one drives your car more than you do

 

Like cars, every organization runs very differently, which means there is no one-size-fits-all set of questions to measure engagement. Surveys can be unique to every organization, and nobody knows your organization better than you do. So it should be no surprise to learn it is possible to design a custom engagement survey, complete with common questions tailored for your specific needs.

 

Below are a few steps that can help you get started:

 

  1. Determine who will review and approve content. While several people and teams should review content, avoid having more than two leaders approve content. This will help you eliminate lengthy sign-off processes once you have a final question set.

 

  1. Involve key leaders when prioritizing issues. Solicit opinions and ideas from stakeholders to better understand organizational needs. What do the heads of your business really need from their people in order to be successful?

 

  1. Review and customize your engagement categories, including career progression, collaboration and leadership, among others. Add any new categories that your organization wants to measure and remove any categories you don’t think are relevant.

 

  1. Review the questions within each of the categories you have left. Similar to Step 3, adjust the questions to fit your needs. Maintain at least three questions in each category.

 

  1. Include necessary definitions in your survey. For example, many companies include a definition of “Your Manager”, “Your Team”, “Senior Leadership” and “This Organization” to ensure people use the same frame of reference when responding. These can be shown at the beginning of a survey or, depending on your survey software, as individuals hover their cursor over questions.

 

  1. Send your questionnaire for review and approval. Typically you should expect around 2-3 rounds of iteration, which can take at least 2 weeks.

 

Get behind the wheel

 

Ready to start creating your own engagement survey? Whether you’re just starting to design questions or well on your way with an existing set, we’ve created a guide, complete with sample engagement questions and step-by-step tutorials to help you launch or improve your engagement program. By downloading our “How to Design an Employee Engagement Survey” eBook, you’ll learn how to:

 

  • Identify engagement drivers

 

  • Design your own engagement surveys

 

  • Effectively measure engagement for your organization

 

How to Design an Employee Engagement Survey

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