How happy is your talent? Knowing the answer to this question isn't just the key to a productive, motivated workforce; it can also reveal critical insights about leadership, company culture, and talent retention.
Our recruitment experts share insights into the DNA of an effective employee engagement survey, 18 questions to ask, and how to leverage the results.
How to improve employee engagement using your results
Analyse, strategise, and prioritise
Identify patterns and trends in the data and prioritise areas with the lowest scores but highest impact on metrics like retention, performance, and satisfaction. Use these findings to create an action plan, complete with timelines and goals, then communicate these with the company at large, along with the rest of your findings (both positive and negative).
Keep the lines of communication open
Once you've reported the survey results and proposed your action plan, it's vital to maintain open lines of communication by giving regular progress reports. Share how much progress has been made and, in situations where change is slow, share the reasons why and what you're doing to help move things along.
Link your improvements to business outcomes
As you work through your action plan, be sure to keep track of metrics. Monitor engagement via employee 1-2-1 meetings, manager feedback, and the speed and efficiency of projects and tasks. Take note of how this affects productivity, turnover, and employee churn so you’ve got quality data for your next engagement survey.
