It’s hard to know where to put your culture-improvement efforts without really knowing what’s going on in the heads of your employees, right? Are they happy? Motivated? Or just going through the motions? How engaged are they really?
Well, we’ve got the perfect tool for you: the Employee Engagement Survey.
As proponents of positive change, the Awardco team aims to deliver actionable tools to help leaders bring out the best in their workforce. So let’s get started.
The Purpose of the Employee Engagement Survey
Think of this survey as a pulse cheque for your organisation. It’s a way to gauge the temperature of your workforce and identify any hotspots that need attention.
By understanding your employees’ perspectives, you can make informed decisions to boost morale, productivity, and overall job satisfaction. Because the reality is, engagement is more than just a buzzword—it’s a vital metric that impacts your bottom line.
The Employee Engagement Survey can help you:
- Understand the current level of employee satisfaction in your organisation
- Identify the exact pain points your workforce faces
- Gain actionable insights from employees to enhance the work culture
- Create data-driven strategies for employee recognition and rewards
How the Employee Engagement Survey Works
Our survey on employee engagement consists of 15 “yes” or “no” questions. The simplicity of this format helps encourage team members to complete the survey—because the more answers you’re able to collect, the better insights you’ll gain to make the right changes.
Allowing employees to complete the survey anonymously is ideal to ensure they feel comfortable providing honest answers.
Job Satisfaction & Work Environment
- Do you have fun at work?
- Do you get along with and respect your manager and coworkers?
- Are you satisfied with your work-life balance?
- Do you ever feel confused about what you should be doing with your time?
- Do you feel trusted and empowered to do your best?
Company Culture & Values
- Do you understand the core values of the company?
- Do you know how your work contributes to those core values?
- Is your feedback for the company taken seriously?
- Would you recommend the company to a friend?
Manager & Leadership
- Do you feel that company leaders have your best interests at heart?
- Do you feel your manager recognises your contributions and capitalises on your strengths?
- Have you received recognition in the last month?
- Do you feel valued and appreciated for your work?
Career Development & Growth
- Do you have opportunities to learn new skills and grow as a professional at work?
- Are you aware of your path of upward growth?
You Have the Employee Engagement Quiz Results. Now What?
It’s time to turn the data into actionable insights! Here’s how.
Spot the Patterns
Start with the basics. The power lies in the collective response.
Begin by analysing the overall patterns. For example, which questions did the majority of respondents respond yes or no to? This will give you the low-hanging fruit that should be addressed right away.
Leverage the Employee Satisfaction Index (ESI)
Think of the ESI as a report card for your company’s happiness. It’s a numerical representation of your employees’ satisfaction levels, calculated based on their responses to various survey questions.
You can calculate ESI from the yes/no answers in your employee engagement survey.
How to Calculate ESI
Here’s a simple approach to calculating ESI based on your survey results:
- Assign values: Assign a numerical value to each response. For example:some text
- Yes: 1 (or any positive value)
- No: 0 (or any negative value)
- Calculate the total score: Sum up all the assigned values for all employees.
- Calculate the maximum possible score for one employee: Multiply the number of yes/no questions by the maximum value assigned to a “yes” answer. So, if you assigned “yes” a value of 1 and there are 10 questions, the maximum possible score for one employee is 10.
- Calculate the average score: Divide the total score by the number of employees.
- Calculate the ESI: Divide the average score by the maximum possible score per employee and multiply by 100%.
Example
Let’s say you have a survey with 15 yes/no questions and 50 employees.
- Assign “yes” a value of 1 and “no” a value of 0.
- After collecting responses, you find that the total score for all employees is 500.
- The maximum possible score per employee is 15 (15 questions × 1 point per “yes” answer).
- The average score per employee is 10 (500 total score / 50 employees).
- ESI = the average score per employee divided by the maximum possible score per employee multiplied by 100. Or, (10/15) × 100% = 66%.
Assessing ESI Results
Many organisations use the following baseline for measuring ESI levels:
- 80–100: Very high satisfaction
- 70–79: High satisfaction
- 60–69: Acceptable satisfaction
- 50–60: Low satisfaction
- 0–50: Very low satisfaction
Tracking your ESI over time can help you monitor your company’s progress and identify areas where you need to focus improvement efforts.
Transforming the Survey Data into Action
Now that you’ve got a clear picture of your team’s sentiment, it’s time to take action.
Leverage the data to strategise ways to elevate engagement levels in the workplace. While survey results will vary across organisations, here are a few ideas to help get the wheels turning:
- Recognise your rockstars: A little appreciation goes a long way to drive engagement. When employees feel valued, they’ll feel more motivated to put their best foot forward. So if you aren’t regularly recognising good behaviour and performance, the time is now. The key is to make recognition timely, genuine, and frequent.
- Bridge the communication gap: Encourage a workplace culture of open and honest communication. You can do this by creating opportunities for feedback and addressing concerns promptly. Facilitate feedback via forms or provide optional one-on-one discussions. Lean on your team members to brainstorm solutions on how to further elevate engagement.
- Invest in your team’s development: Use the survey data to identify training and development needs and mentorship opportunities. The more you’re able to support your team members, the more satisfaction and value they’ll get out of the organisation.
- Offer role clarity and empowerment: Conduct a comprehensive review of job roles and responsibilities to ensure clarity and alignment with company goals. Depending on survey results, you might consider delegating decision-making authority to employees and encouraging them to take ownership of their work.
Ready to Take Employee Engagement to the Next Level?
By leveraging the power of employee engagement surveys and taking action on the insights, you can create a happier, more productive, and ultimately, more successful workplace. Learn more about how to measure and elevate employee engagement with Awardco.
