Recently there has been an upsurge in new clients who want market research online community software for the purpose of engaging their employees. It would be good to start with defining what is employee engagement? Depending on who you ask, you might get slightly different responses. One response might be, making employees feel like their voice is heard. Some might say it's about employee happiness. In this article we will share our definition of employee engagement, and look at some tips regarding what questions you should ask when designing an employee engagement survey.
Employee engagement represents the motivation and connection employees have with their company. These motivation levels indicate how committed they are to their job and the willingness to go above and beyond for the organization. The willingness and commitment is in direct relation to the senior leadership, middle management and team leaders.This balance of strong inspiring leadership, and the effect it has on motivation is instrumental to growth and should be the focus of all HR managers.
We will look at some examples of good employee engagement questions. These questions are based on the 5-point likert scale that measures agreement to a statement. Let's take a lot at some examples:
Question 1: “I am proud to work for [Company].” This question targets an employee's pride in their work place. This demonstrates how your internal staff view your brand. The recommendation is for a score of between 80-90%. Anything below is an indicator that more focus is needed to increase the brand value internally.
Question 2: “I am well informed from leadership about what is happening." This question looks at communication levels within the company. Like in any relationship, clear communication is key to a happy relationship. The benchmark for this question should be between 70-80%. Anything below this is a clear indicator that the communication process needs to be enhanced.
Question 3. “I have the ability and access to learn and develop to do my job." Learning and development is crucial for increasing employee satisfaction. There should be a series of questions targeting employees ability to access training, coaching and emotional support. The benchmark for this question should be in the range of 70-80%.
There are many obstacles when considering employee engagement. If you are a small company you might think that you are too small to be conducting such research. While at a large company you might see engagement as too time consuming. Also the amount of people involved in the progress might seem to laborious to try and implement change. However, by gathering this data on a consistent basis will allow your HR team to take action and start making improvements with the data to show that employee engagement is improving.
If you would like to find out more about how to set up a market research online community for the purpose of engaging your staff members please contact us.