Companies that are serious about their engagement levels should also really understand the needs of 6 Star Employees. In the last decade, many organizations have just now considered how engagement levels affect production, profitability, retention, as well as branding. Employees that are engaged in the workplace make the workplace more enjoyable for all. Engaged employees deliver more work, more positivity, and more feedback to an organization and help management gauge company culture. There are even organizations that measure engagement levels monthly, quarterly, and sometimes yearly. They are usually measured with engagement surveys or questionnaires that ask how employees feel about certain areas of focus. Questions can range from;
- My manager provides me with feedback that helps me to improve my performance.
- Senior leadership is appropriately visible and accessible to colleagues.
- My future career opportunities here look good.
- I truly enjoy my day-to-day work tasks.
- Groups/Departments throughout the organization effectively cooperate with one another.
- It would take a lot to get me to leave the organization.
- The organization motivates me to contribute more than is normally required to complete my work.
- This firm invests in the development of its colleagues.
- My manager is open and honest in communications.
These types of questions are placed on the survey and the employee is encouraged to answer honestly by rating their experience based on a scale from 1 to 5, with 1 representing “severely unlikely” and 5 representing “always”.
Employees are also asked to rate their feelings of the organization from a negative view to a positive view. No matter how they ask the employee to rate the organization, the employee is asked to be as honest as possible. The results are gathered, analyzed and then scored. Many organizations rely heavily on the results to help them determine where the organization can improve with their employees.
The results can also be used to see what the organization is doing correctly for their employees. In either case, if the employees are not answering honestly, the survey will not accurately reflect the true feelings within the organization.
For this reason, it is important for the organization to not persuade employees or coax them to answer questions positively. It is also a poor practice for an organization to encourage positive engagement results by rewarding employees shortly before the survey release in order to sway opinions.
If 15% of your employees are not engaged, you may need to schedule 1 on 1 meetings with them to find out why. If 60% of your employees are not engaged, then you may need to have 1 on 1 meetings with your leadership team to find out why.
– Adonis, 6 Star Employees