This is a question many companies ask themselves, and it is a valid one: Does higher employee engagement translate into actual increase on the balance sheet?
According to Gallup, companies with highly engaged employees have 3.9 times the earnings per share (EPS) growth rate compared to organizations with low engagement scores.
This link between company performance and employees’ engagement is the reason to measure current engagement levels and follow through by finding ways to improve it.
Driving up the engagement levels of your employees will in turn, accelerate the business.
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Here’s a quick checklist to get the most out of Employee Satisfaction Surveys. We call it the ‘3 A’s of ESS’
Our first, recommendation is that you must conduct your employee opinion surveys at least Annually, preferably twice a year. It keeps you in touch with the changing atmosphere at the workplace, and more importantly, insight into the state of mind of the workforce.
Benefit: The variation in scores will let you know whether your remedial actions are going right or wrong.
Increase Accountability. The Employee Opinion Score is not just for HR Managers. The results must be shared with senior managers in your workplace. These insightful results will help you nip problems in the bud and increase self-awareness among senior managers.
Benefit: It increases accountability throughout your organization.
The survey gains credibility when the results are turned into Action Points. The insights gained by your senior managers should be shared with his/her team members.
Benefit: This would help foster a feeling of responsibility and ownership towards the organization among your employees. This after all, is the primary purpose of the survey.
Hope you find this short checklist useful. Please write to us if you have any useful tip to add to the 3A checklist.
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