The article presents the most important aspects related to the issue of employee engagement research. Here you will find information on the essence of this type of inquiry, its benefits and the dangers of not monitoring this modality. You will also learn about effective methods that make it possible to measure employee engagement using the tools offered by the Startquestion.com website.
Increasingly more organizations are now choosing employee engagement surveys, treating them as a diagnostic tool that makes it possible to get to know and understand the factors significantly affecting the efficient and effective functioning of a company. Is this really the case? How to measure employee engagement and does this variable actually matter in your company? Almost all major organizations pay close attention to this variable and, as you can see, they are doing well.
How important employee engagement is for your company?
Committed employees demonstrate a positive attitude in their work, interest in work-related activities, willingness to make more effort, and even excitement with the tasks assigned to them. Therefore, these people are a very important resource for your company and one of the most important sources of its income. Hay Group Insight Employee Surveys evidence that “highly committed employees can increase business results up to approx. 30% and fully committed employees can have up to 2.5 times better-anticipated results when compared to their uninvolved colleagues. ” This is why the priority task of each, and therefore also your company, should be to develop the so-called engagement strategy.
What consequences may your company suffer if you ignore the importance of the employee engagement factor?
This question should be answered by the management of every company, including yours. Nevertheless, it is obvious that the low value of this variable will not only not contribute to the increase in productivity and efficiency of your company, but it will even weaken its position. If your subordinates are not committed to their work, they will generate fewer profits (e.g. they work slower; they do not analyze important issues, their absenteeism also increases), and even generates a loss. Isn’t it worth investing in increasing their engagement?
Why do some companies reach new levels constantly, while others don’t?
A similar question was once asked at the world’s oldest institute of public opinion research – the Gallup Institute. About 25 years of observations of selected companies and hundreds of thousands of interviews with their employees led to the above-mentioned unit to identify common features of the organization that achieve lasting market (and therefore financial) success. It is enough to “only” strive to develop such features in the enterprise, and its market position will certainly strengthen.
How to become one of the leaders in your industry?
All that’s needed is for your employees to answer the following questions positively:
- Do I know what is expected of me at work?
- Do I have the tools I need to do the job well?
- Can I do what I do best every day?
- Have I been appreciated at least once in the last 7 days?
- Does my supervisor, or someone else at work, care about me as a person.
- Is there is someone at work who encourages my further development?
- Do my opinions seem to matter at work?
- Does the mission of my company make me feel my work is important?
- Do my colleagues want to do their best?
- Have I found my best friend at work?
- In the last six months, have I talked to someone about the progress I have made?
- Have I had opportunities at work to learn and grow?
The above questions make up the so-called Gallup Test (G 12), which is one of the most valued methods for measuring employee engagement, and developed by the Gallup Institute on the basis of the above-mentioned, long-term research. Companies that meet the conditions set in the test are leaders in their industries, and such values as a good product, modern technologies or professional sales are achieved by them much faster and at much lower costs compared to organizations that do not belong to the G12 companies.
Try this method in your company and check what the reasons behind its market stagnation are!
The Gallup test will not only help you determine whether your organization belongs to the elite group of G12 companies, but also indicate which areas in the organization require remedial actions (e.g. improvement of the horizontal or vertical communication system, focus on employee development, work atmosphere). Once you find out what’s wrong, it will certainly be easier for you to take some steps in this regard.
If your employee answers the initial questions negatively (e.g. question No. 3), it makes no sense for you to first correct the issues raised by further questions (also negated by the respondent, i.e. question 9). Why? The answer is simple. The entire test can be compared to Maslow’s pyramid of needs, where the satisfaction of basic needs (physiological or safety-related needs) is necessary to be able to meet the needs of a higher order (e.g. self-fulfilment). Regarding the G-12 test, the first questions represent the needs of the first level of employees in the organization. If your subordinate does not know what his/her tasks are at work, there is no point in creating opportunities for him/her to develop until the first issue is resolved, because these actions will not bring any result, but will only increase the loss.
How to conduct an Employee Engagement Survey using the Gallup Test?
As this method does not refer to measurable, structured indicators, it is impossible to rely on observation here. Hence, you can conduct a paper questionnaire but this involves a problem: an employee will rarely answer honestly the questions regarding his/her own engagement when his/her supervisor is present or when he/she has to personally return the questionnaire to the supervisor; not to mention other issues such as high financial outlays or time consumption.
So why not take advantage of the possibilities offered by an online questionnaire? The problem of time, financial expenses, and the insincerity of the respondents’ answers will disappear. In addition, the analysis of the information obtained will become extremely simple similar to a re-examination of the issue.
Does your employee engagement research require you to use the Gallup Test?
The answer to that question is simple – of course not. Employee engagement can be tested using other types of tools or surveys, but the Gallup test is a method where there is plenty of information about its accuracy and reliability. Moreover, these several questions reflect virtually all indicators of employee engagement (including awareness of the scope of duties in a given position, the atmosphere at work, the effectiveness of the communication system, or development opportunities). You don’t have to use this test, but it is certainly good to think about whether it is worth supporting yourself with the issues contained in it when creating your own method. Below is a set of valuable employee engagement surveys that you can use when creating your own questionnaires:
How website tools help you in monitoring employee engagement?
Startquestion.com gives you a choice – you can create the entire survey from the beginning, according to your own idea and preferences, or use one of the templates specially prepared for this purpose, which you can modify and adapt to your needs in any way, thanks to which the speed and convenience of the survey are even more increased.