How to Develop a Long Term Perspective
The Temptations of Living in the Present and the Perils of Forgetting the Future The digital revolution has accelerated change and has induced in us a tendency to live for the moment without thinking of the longer term consequences. As we are bombarded by 24/7 breaking news and the media cycle and we are constantly […]
Ground Preparation for Participative Management
Participative management in itself does not ensure success and should not be seen as tool to create magic within no time. There is certain ground preparation required before an organization can decide for implementation of the management style. The following things need to be taken care of: Clearly Defined Objectives: Each party to decision making […]
Some Tips for Graduates Appearing for Placement Interviews
The ultimate objective of management graduates is to land their dream job and to start a highflying corporate career. The placement interviews are thus the doorway to opportunity and hence, management graduates must put in all their efforts in making it a success. This means that the preparation for the placement interviews must start well […]
Role of Organization in Self Improvement of Employees
Self improvement refers to a process where an individual continuously tries to upgrade his/her knowledge and hone his/her existing skills not only to survive the fierce competition but also grow both professionally as well as personally. Individuals need to move with time and keep abreast of all the latest developments in their respective fields. Organization […]
Perception Management in Human Resource Development (HRD)
Most of us would have encountered the phrase, it is all about perceptions and some of us would have come across the term, perception management. In the corporate world, these terms are often bandied about to indicate that more than the actual work or achievements that one accomplishes; one should be seen and viewed as […]
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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