Bayzat

The employee engagement survey helps you understand your employees' motivation, commitment and passion for their work, as well as what areas you can improve to increase their engagement. Engagement differs from satisfaction in that it measures commitment to work along with happiness. An employee can be satisfied but not engaged.

Keeping your employees engaged at work has been proven to reduce turnover of employees, as well as improving the productivity of your existing employees. 

To measure employee engagement, we have adapted the questions from the Gallup Q12 survey, the most well known and widely used employee engagement survey available.

Questions are divided into 4 main areas that have been proven to measure employee engagement. Look at scores across these areas to understand key themes for improvement

- Basic Needs - Questions 1 and 2
- Individual Contribution - Questions 3-6
- Teamwork - Questions Questions 7-10
- Growth - Questions 11 and 12

Calculate the average of scores across themes as well as across all the items to understand the overall engagement levels

Look for trends by department or by job role to identify teams that may need further investigation to uncover underlying issues that are resulting in low pulse scores.

- Questions are divided into 4 main areas that have been proven to measure employee engagement. Look at scores across these areas to understand key themes for improvement
  - Basic Needs - Questions 1 and 2
  - Individual Contribution - Questions 3-6
  - Teamwork - Questions Questions 7-10
  - Growth - Questions 11 and 12
- Calculate the average of scores across themes as well as across all the items to understand the overall engagement levels
- Look for trends by department or by job role to identify teams that may need further investigation to uncover underlying issues that are resulting in low pulse scores.

 Make sure to share findings from the survey to leaders of different teams

- Cascading down the findings into actional improvements is the most important factor to improving the engagement of employees. The goal of the survey is to derive actionable insights to discuss between team leaders and their employees

Show that you are listening and taking actions based on the responses:

- The primary cause of survey fatigue (employees not wanting to complete surveys) - is the feeling that responses are being ignored. By sharing results and more importantly taking action related to survey results, you can maintain high engagement and achieve the purpose of the survey.

- Explain why you want this information and how it will be used to improve the employees work experience as part of the purpose text for the survey.

- Some employees only feel comfortable giving truthful feedback if they are allowed to be anonymous, especially if they are unhappy.

-  Make sure to share findings from the survey to leaders of different teams
  - Cascading down the findings into actional improvements is the most important factor to improving the engagement of employees. The goal of the survey is to derive actionable insights to discuss between team leaders and their employees
- Show that you are listening and taking actions based on the responses:
  - The primary cause of survey fatigue (employees not wanting to complete surveys) - is the feeling that responses are being ignored. By sharing results and more importantly taking action related to survey results, you can maintain high engagement and achieve the purpose of the survey.
- Share the purpose of the survey clearly:
  - Explain why you want this information and how it will be used to improve the employees work experience as part of the purpose text for the survey.
- Consider the need for anonymity
  - Some employees only feel comfortable giving truthful feedback if they are allowed to be anonymous, especially if they are unhappy.