A Guide to Employee Retention


Employee engagement is key to the success of any organization; the top performers in most companies are those who are engaged and highly motivated. Due to the impact of the COVID-19 pandemic, workplace culture and current trends have changed drastically. Nowadays, employees are not only looking for opportunities that give them chances for personal development but also job opportunities that make them fulfilled and pay well. Most times, it is impossible for a manager to have contact with all the employees, therefore you should regularly ask for feedback from your employees in the form of employee engagement surveys. 

Why You Should Conduct an Employee Engagement Survey

You should be able to determine whether employees believe that your company appreciates its employees and will do everything in its power to safeguard their well-being by asking these questions through a survey. Also, an engagement survey helps employees have the option to provide anonymous feedback, allowing unmotivated or frustrated employees to voice their true feelings. Surveys are a real indicator of your employee engagement because they act as a forum for open dialogue. 

It helps a company to encourage meaningful action and wiser human decision-making, obtain input that will assist you in navigating change in your workplace, suggest areas for improvement, and assist you in creating a competitive and interesting workplace culture.

Employee Engagement Survey Questions

Different employee engagement surveys focus on different parts of an employee’s career and overall workplace performance. The secret to a successful employee engagement survey is asking the proper questions. Important engagement factors including employee happiness, goal alignment, and future objectives should all be covered in a survey. You should mix possible engagement questions and potential impact questions in your employee engagement survey.

Below are examples of questions you can include in an employee engagement survey;

  1. Do you approve of how we handled our operations and personnel throughout this [describe disruption/situation/period as necessary]?
  2. Do you look forward to going to work?
  3. Are you motivated by your team or company to produce your best work?
  4. Are you happy with the pay and perks you currently receive?
  5. Do you think you have enough knowledge to make sensible choices regarding your work?
  6. Do you believe the company cares about your success?
  7.  Do you think [company] offers a path for career advancement?
  8. What [workplace] culture do you think needs to be changed?
  9. Do you typically know whom to turn to for assistance when an unforeseen situation arises at work?
  10. Does your job challenge you and promote your growth?

Best Practices to Consider When Conducting an Employee Engagement Survey

  • Number of times to carry out an employee engagement survey:

Conducting surveys at the end of each year is not enough to boost employee engagement and efficiency. Employee engagement is higher when surveys are conducted more frequently. However, monthly survey respondents are more likely to feel that their company sends out too many questionnaires. Find a balance between each month and conduct a survey when you think it would be most effective. Be ready to take action when you ask your staff for input on any subject.

  • How to increase the survey response rate:

Carrying out a survey especially, in a large company requires a lot of effort, and naturally, you would want a high survey response rate. However, not every employee would be interested in participating in the survey exercise. There are several ways you can encourage your employees to participate in a survey exercise and they include;

  • Throughout the survey time, make a formal announcement and stay in touch frequently.
  • Make time for employees to complete surveys.
  • Make managers answerable for motivating staff.
  • Communicate with your audience in mind first and foremost.
  • Make time for employees to complete surveys.
  • Compare your current result to the results from the previous survey:

You can quickly discover which survey question results haven’t changed or have since your previous survey by comparing them. Are the improved questions in line with recent initiatives? Are the inquiries that were rejected connected to any current adjustments or difficulties? Make sure you respond positively to all suggestions and complaints and carry out the necessary actions.

Conclusion

It is important to carry out an employee engagement survey frequently to know how your employees feel about working at your company. Identify whether employees are driven to put time and energy into their work by asking questions that will reveal this instead of asking intimidating questions or leading questions. Allow your employees to talk about their feelings by creating a safe space and investing in their career and personal development.

Don’t forget to conduct engagement surveys anonymously so that your staff may speak openly and honestly about issues at work without worrying about repercussions.

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