She called and said,” Every year, we do an #EmployeeEngagementSurvey and every year our score is more or less the same.’
I asked, “What do you do with the survey results?”
She responded,” What do you mean?”
I tried again, “What actions does the company take between #EngagementSurveys to change the scores?”
She was equally bewildered; and I knew the answer to both questions – Nothing.
The Employee #EngagementSurveyResult is not an end of itself. It is an indicator of the level of engagement that employees have with the organization. If we think of the survey as a communication tool, then it simply says, “These are the areas in which the company is connecting/ not connecting with employees or these are areas that the employees feel engaged or disengaged with the company.”
The survey provides feedback on the level of emotional or intellectual connection that employees have with the different areas of the work environment – strategy, leadership communication, the work that they do and their career path, inter alia.
Like any good listener, when the company receives this feedback, the company needs to
- Check for understanding
- Make a decision
- Give a response
For example, the #EngagementSurvey results indicate that communication is ineffective.The company needs to:
- Check for understanding – Meet with employees to understand what’s behind the scores and give employees the opportunity to give examples or express feelings further.
- Make a decision – We can do nothing. Or based on the feedback we need to have more staff meetings.
- Give a response – The company announces that effective January 1 quarterly staff meetings will be held with a stated agenda.
In this example, the company has created more opportunities for communication. If the score is unchanged in a subsequent survey, the company now has new information to process, that is, more meetings does not equal better communication. The unchanged result, after discussions with staff, may reveal that the meeting agenda is inadequate, or quarterly staff meetings in the company’s environment may be insufficient or a misinterpretation of employee feedback.
There is no silver bullet, the company has to follow the leads presented in the feedback and put actions in place, bearing in mind that there may be many facets to a problem, all competing for recognition at the same time.
The company’s duty is to collaborate with employees for possible solutions and to involve employees in the implementation of the solutions. The company alone cannot change the #EngagementScores.
While the focus is on the score – everyone wants a higher score – we need to acknowledge that this doesn’t happen automatically. Things need to be done differently for #EmployeeEngagement scores to increase.
There must be targeted effort to address the low scoring areas – which are improvement opportunities- and staff need to be actively involved for this to happen.
My colleague’s company obviously views the #EngagementScore as the end result, without understanding that it is just a beginning.
What does your company do between Employee Engagement Surveys?
Maxine Attong is an Organisational Development Consultant, Business and Life Coach, Speaker and Author. Check out my website www.maxineattong.com to learn more about me.
P.S. Save the date – March 15,2017, Kapok Hotel. Breakfast seminar: Maximising Human Capital in the New Economy.