The seek for increased productivity, specially in times of economic instability such as the one we currently face in Brazil, means that organizations have to be keen to maintain their employees even more motivated. Previously, I have written an article on the relevance of an organizational climate survey in this process. In this content, I will comment on the importance of an engagement survey.
They look alike, but they are different surveys. A climate survey aims to measure the level of satisfaction of your professionals in relation to the day to day of the company’s operation. On the other hand, the engagement survey seeks to understand the link between the collaborator and the organization. Engagement is a deeper level of bonding with the company that reaches the emotional level. There is a brief semantic explanation in this respect. The verb “to engage” means a voluntary commitment.
This is a survey that seeks to understand if your company’s employees are truly commited to your company and for what reasons. Therefore, it must be an action following the comprehension of the employee satisfaction level. At first, you need to understand the level of motivation. Then, you move to the reasons why this retribution is made by your employee to your company with “soul and heart”. I.e., an engagement survey should only be conducted after an organizational climate survey.
The importance of engaged employees
Professionals unsatisfied with your company may compromise the workplace for many reasons, sometimes even indirectly. Their productivity will obviously not be the same as that of a motivated and committed professional. In addition, they can create some level of instability within the environment, contributing to other professionals entering the same negative frequency and vibes.
It’s extremely important that you identify potentially unpleased employees. First of all, you need to understand why they are feeling this way. Then make the necessary adjustments. Motivating him/her would be the next step. And the final step would be to make him/her understand the importance they have for the growth of the company in a pleasurable way.
The engagement survey seeks to understand both the level of understanding and pleasure in this activity. In addition to the reciprocity of the bond between collaborator and organization, of course. If your company faithfully wants the best of the professional, it’s important that the opposite is also true.
Relevant questions in an engagement survey
Here are a few possible questions that you can include in your engagement survey for your employees:
- What do you see as most positive in the company where your work at?
- How do you see the company’s culture and values?
- Do you feel like you have the same values as the organization?
- What would you change in the organization looking for a better environment?
- Do you feel satisfied with your leaders?
- What is your relevance in order to the company grow?
- Do you think your technical knowledge has been exploited at work?
- Would you like to absorb new roles and responsibilities? If so, which ones?
- How does the company see your role within it?
After triggering the engagement survey and collecting the respective responses, it’s time to measure all the information obtained. Look for patterns, same as done in the case of an organizational climate survey. If a wide range of professionals are not satisfied with the leaders, it may be time to change the processes as well. Set up a weekly link with a frequent meeting, create a feedback schedule and add some quick meetings in order to every professional talk about their daily activities in less than a minute. Exchange information between them. Promote collaboration to set a more human environment, with more employee contact.
Check all the answers and analyze them calmly. Based on them, stablish and create actions so the commitment of your employees arises spontaneously. Engaged professionals are not only highly productive. They are also loyal to your company.