Market Rate Surveys and Reward Research
Need for Market Rate Surveys and Reward Research The previous articles in this module discussed how companies must be cognizant of the market trends when deciding on compensation and nonmonetary rewards. This is especially the case when premium talent has to be rewarded. Since top quality talent would migrate to the companies where they are […]
How Employee Engagement helps in Change Management ?
Various independent and organisation based studies have revealed that employee engagement is the heart and soul of the change management process. Multiple researches at highly productive and reputed organisations seeking new competitive advantages in this ever changing business environment have exposed that the higher level of engagement, involvement and dedication of employees is the primary […]
Approach to Youth Entrepreneurship Policy Making
Youth is one of the prime and most important human resources of each and every nation. Providing growth opportunities, enabling and equipping the youth with skills required for acquiring professional qualifications as well as building entrepreneurial capabilities is one of the prime areas of focus of every country to harness the potential available. Building youth […]
Talent Management – Meaning and Important Concepts
What if you could attract your competitor’s best employee for few extra bucks? Sounds easier than done! Attracting high-worth individuals from the competitors is not everyone’s cup of tea. Targeting them and finally hiring them is the test of your competencies experience, personal traits and brain application. This is where the strategic approach plays an […]
The Necessity of Drafting Proper and Foolproof Employment Contracts
What Are Employment Contracts ? Employment contracts are covenants between the employer and the employee which provide the basis and the terms and conditions for the employment relationship. Employment Contracts usually state how much salary would be paid, what the perks are, the nature of the employment relation, the basis for firing when the employee […]
Conducting employee engagement survey in order to find out the involvement and willingness of employees to perform their jobs and contribute to the success of their organisation is not a new idea; however, it has become more popular than ever. The reason being, nowadays, managers are keener in knowing what actually can engage or disengage employees.
Various independent researches and specific investigations carried out by organisations have shown that there is a direct link between the employee engagement and the productivity and profitability of an organisation. Apart from this, it has been found out that employees who actively respond to the questions of employee engagement survey are enthusiastically engaged in their jobs and want to offer their feedbacks as well as put forward the problems and challenges that they usually come across while performing their jobs when asked.
On the other hand, the employees who do not take the questions of employee engagement survey seriously and take it like any other questionnaire are not engaged in their jobs. It can be said that either they are unhappy with their job profile and organisation or they are under the impression that their feedback doesn’t matter as it can’t change their present circumstances.
The main aim of conducting an employee engagement survey is to find out the factors that actually drive employees to perform their best and also the ones that can put them off. It is important in order to establish sync between what top management offers and what employees expect or vice versa.
The highly productive organisations keep on conducting employee engagement surveys from time to time so that they can design or redesign the already established policies and implement key changes in order to increase the efficiency, output, involvement, dedication and productivity of employees. Not only this, it also helps them in retaining the best talent within the organisation. Moreover, when companies focus on the problem, they come up with effective solutions which significantly increase the number of engaged employees, resulting in a considerable increase in their productivity and organisation’s profitability.
Employee engagement also establishes a comprehensive two-way communication process overcoming all barriers. A study of engagement and involvement of employees certainly helps in taking the business to the next level establishing a strong work culture. The surveys definitely work provided companies assess the employee feedback, understand their requirements, work on designing new policies and practices and commit to implement them otherwise; there is no meaning of such surveys. They are not only wastage of time and money but also play with the feelings of employees who actually look at them a way to communicate their views and opinions to their immediate managers and top management.
Once top management decides to conduct an employee engagement survey, the next step is to consider what type of survey and questionnaire format should be chosen in order to get maximum possible results. The companies may seek advice from professional management consultants to decide the most appropriate type of employee engagement survey considering the nature of their business and the level they are operating it. Conducting a survey under professional guidance will show greater results.
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