Employee engagement is defined as how connected, involved and invested employees feel towards their work and their organization.

Numerous studies by Gallup, Oxford University and others have proven that companies with more engaged employees have higher profitability, productivity, quality, employee retention and customer loyalty than companies without engaged employees.
​
Despite this, only 20% of employees are currently engaged with their work. By understanding areas of improvement in engagement, employee engagement can be improved.

​

The employee engagement survey includes 3 types of questions:

There are 2 ways to view the results of the engagement surveys:

Employees have the option to answer to any survey by either the Bayzat web platform or the Bayzat mobile app. The mobile app experience has been designed with an enhanced user experience and is the preferred channel for most employees to respond to these surveys.

​

The engagement categories and questions were selected by conducting interviews with various experts in the HR field to understand the most important factors that contribute to employee engagement.
​
Additionally, various secondary sources such as research papers on employee engagement and market intelligence have been used to identify the most important factors for engagement and how best to phrase the questions.
The questions were also tested on both employees and HR professionals to reformat them in the best possible way.
​

For details about each category and a full list of the categories included, please view this article.

​

In the engagement dashboard, all survey data is combined together to paint the overall picture of how engagement in the company. However if you wish to view the results of a specific survey independently, this can still be done from viewing that specific survey. All survey data is maintained, nothing is lost from previous surveys.

The fastest way to resend an existing survey is to duplicate the survey from the surveys menu. This will automatically carry over all the existing information from the previous survey. Then simply edit the participants list to target the survey to only employees that were not previously included.

Scores between 0-30 are considered to be good

Scores above 30 are considered to be excellent

Negative scores mean that there may be significant issues present in your organization that need to be addressed.

At least 1 scale question must be added to each engagement category in order to send out a survey. However, up to 4 scale questions and 1 free text question may be included in the survey if you wish to collect more information.
Do note that including more questions may result in a lower response rate, so try to keep only the most important questions in the survey.

In the engagement dashboard the overall response rate for all engagement surveys is displayed. Additionally, in the heatmap the response rate for specific grouping is also displayed.
​
However if you wish to view in detail exactly which employees have responded and have not responded, this can be accomplished by viewing the survey in the survey list and going to the participants tab to filter participants by response status.

In order to maintain accurate historical data, the engagement dashboard displays the data for employees that was valid at the time that they responded to the survey, not the current value. For example if an employee is part of the Sales Department at the time of responding to the survey and is moved to the Marketing Department after they respond, when you view the engagement dashboard data their responses will still be included under the Sales Department.
​
Therefore, it is important to have accurate employee data input before running the survey to get the full value from viewing the results. The key fields to be accurate for using the heatmap are: Department, Office, Date of Birth, Hire Date, Reports to, Gender.

There are a few techniques that can be used to increase response rate of surveys:

Sharing results with employees is key to maintaining employee participation in engagement surveys. Ideally result sharing should be as transparent as possible. Using the export as pdf functionality on a specific engagement survey makes it easier to share the overall results through various internal channels and Bayzat newsfeed posts. Ideally results from surveys should be shared along with improvement plans that will address feedback and show how the company plans to improve.
​
Try to share the key points of strength and areas of improvement from the survey rather than every single point to avoid overwhelming employees with data overload and allow them to remember the key feedback.

Improving categories with low engagement is one of the main goals of carrying out engagement survey. First, try to understand in detail why the scores are low by looking at the drilldowns to understand the scores for specific questions in that grouping. Also make sure to analyze the areas with low scores by different groupings to understand if it's a specific department/office/demographic group that is bringing the score down and that needs more attention.

After understanding the problem in detail, carry out focused meetings with those impacted groups to understand their feedback in more detail, and also feel free to send out additional targeted surveys using the surveys module. Also involve the line managers by sharing the areas of low score, and coming up with targeted improvement plan to address those areas of low score. Just the action of creating the improvement plans and implementing actions from them can make employees feel more engaged and improve low scores by allowing them to see things are improving and their feedback is valued.

Finally, execute the improvement plans and share the progress with employees. Make sure to run follow up engagement surveys after implementing improvements to understand if the actions are having the desired effect.