Employee Surveys

What comes after measuring employee engagement?

Lydia Watson

Here’s a big question: why are you bothering to send out an employee engagement survey? Had time to kill, and needed some busy work? Has it been a difficult quarter, and you were hoping to see a high engagement score that you could use to cheer up your leadership team?

Measuring engagement shouldn’t be a tickbox, ego-boosting exercise. It should tangibly change your organisation for the better – from your company culture and work environment, to your financial performance and strategic planning.

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3 questions to ask about employee engagement surveys

Don’t waste your time. Make sure your employee engagement activity is linked to your HR strategy i.e. pushing for higher performance as an organisation. To do that, you should start by asking yourself these three questions:

  1. Why are we doing an employee engagement survey

This is the easy one. The link between high employee engagement levels, and high organisational performance has been noted since the concept began.

Research shows that engaged teams outperform others by 147%, boosting sales by 20% and reducing absenteeism by 41%. Need we say more? Keeping your employees engaged just makes business sense.

2. How do we increase employee survey participation?

Thankfully, we’ve got this one covered. We’ve identified the right employee engagement survey questions to ask, and when to ask them – so if you’re using our employee engagement solution, you can’t go far wrong. But if not, here’s a few handy guides:

3. What comes next?

You’ve carefully built and sent your survey, you’ve had high response rates – but all that was a waste of time, if that’s as far as you go. So you need a business action plan based on employee engagement activities, based on your findings.

How to turn the results into employee engagement activities

  1. Use data to build and back up your business action plan

Your score isn’t there to crow about or commiserate over. It should be a pivot point for change. Look at the teams or demographics scoring lower, or higher, than others – and look at their feedback to understand why. Whether it’s something small, or a company-wide initiative to engage employees, use the data you’ve gathered to justify each change you make.

2. Communicate, communicate, communicate

Make sure your people feel listened to, by openly communicating the changes you’re making as a result of their feedback. This is an employee engagement activity in itself: engaging them by making their value clear. It also means you should see good response rates in the future, as they’ll see the value of taking part – no-one likes speaking into the void.

3. Compare and contrast the next time you do a survey

After you’ve had time to make the necessary organisational changes, run another survey. Keep an eye on how your scores have changed, and you can prove the worth of the activity itself – and show that the initiatives you’ve introduced were strategic, and effective.

How Qlearsite helps you understand your next steps:

  • Look at your overall score: is it a good score by your organisation’s standards, if you’ve run this survey before? Understand how well you’re doing as a whole.
  • Break it down by departments: is one department more engaged than another? Let managers understand their owns teams, so they can focus their own approaches
  • Break it down by demographics: is one identity group significantly less engaged? Look at the experiences of different demographics, to see if you have an inclusion issue
  • Look at the common themes: what topics are people talking about the most, and is it in a positive or negative way? Dig into the language analysis to identify ways to improve.

Our platform makes understanding employee engagement easy – and with our advanced language analysis tech uncovering the most common issues, and how to face them. Read how it helped one of our customers, Nemko, focus on employee engagement to boost customer experience.

It’s time to start the conversation

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