Menu Close

Employee Engagement – More than just an Annual Survey!

Print Friendly, PDF & Email

What is Employee Engagement really?  Employee Engagement is defined as “the level of commitment that an employee has to the success of the organisation”.  It would seem that this survey has, however, been relegated to being an annual survey that is treated much like the annual Employee Satisfaction survey.  But does that really do this “tool” and the organisation justice?

Let’s look back for just a minute.  Employee Engagement was first introduced in the late 1990s after extensive research undertaken by the Gallup Organisation.  The research was focussed on the question “What do the most talented employees need from their workplace?”.  The detailed results of this research are documented in the book “First Break All the Rules”, by Marcus Buckingham and Curt Coffman.  A “must read” if you really want good insight into what this tool is really about.

The outcome of this research was a list of 12 “questions” spanning 4 levels.  The questions themselves are simple, but the outcomes, if understood thoroughly and correctly can drive major improvements to the organisation.

Each of these 12 questions correlates directly to one or more of the following business outcomes:

  • Customer Satisfaction
  • Profitability
  • Productivity
  • Staff Turnover

The key to interpreting and using the results of an Employee Engagement survey is understanding this correlation in YOUR organisation.

Furthermore, Employee Engagement really has nothing to do with the employee – it is TOTALLY about the manager.  So the Employee Engagement, if used correctly, will guide you in determining the development needs of the organisation’s management.

So, realistically, the Employee Engagement survey is:

  1. A strategy.  Each organisation has its own requirement in terms of the 4 business outcomes.  The Employee Engagement survey is a tool to measure and manage the respective business drivers to achieve results needed by the organisation.
  2. A management competence.  Managers who do not yet have the competence to engage their employees need to be identified and developed so that their team can contribute more effectively.

An annual survey is, therefore, really not sufficient for it to be used as an effective tool to improve the organisation’s management competence and business outcomes.

To start using Employee Engagement effectively in your organisation, contact us.