Asking your staff how engaged they feel will help you prioritise the most important steps you need to take to better engage with them – even if you don’t initially like what you find!
The benefits you should expect are increased staff retention, reduced staff turnover and its related costs. All boosting productivity!
First assess staff attitudes to and perceptions of your business.
Measuring Staff Engagement: Assessments should be conducted on a regular basis This could be using a simple tool such as an engagement wheel or face to face chat for smaller organisations whilst engagement surveys are more applicable for larger organisations.
Engagement Wheel – A simple tool like this demonstrates to staff what is important to you and helps you prioritise the next steps to take.
Ask all your staff for marks out of 10 on a feedback wheel. Feel free to add your statements. From your scores, identify areas for priority/development, e.g. if ‘feedback from managers’ scores persistently low – how will you tackle this?
Engagement Surveys – These are suitable for larger organisations. The questions can follow specific themes depending on where your interest lies. A blank template is available as well as a list of suggested questions.
There are also many available online. A free and simple survey can be found at Survey Monkey https://www.surveymonkey.com/mp/employee-engagement-survey/
Analyse the results for Engagement Survey only – for each question calculate the % positive score. This = ((strongly agree + tend to agree) / (total number of responses to question)) x 100. This will give you a list in order of your top priorities.
Once you have conducted your assessments and any analysis complete an action plan, identifying the priority areas for improvement and specify the tasks, measures for success, ownership and timescales for this.
Bear in mind that some staff may lack the motivation to respond. Likewise, failure to ask the right questions may mean signs of disengagement go unnoticed.
Encourage staff feedback and follow through on the results. Failure to act is worse than not acting in the first place.
If staff think the person conducting the interview does not value their opinion, they will become disillusioned, which leads to complete disengagement.
A plan of action for improving staff engagement.