Happy, motivated, and engaged employees are easy to spot. They’re the ones who go the extra mile, are always willing to lend a hand, and pride themselves on their contribution to your business. They may be vocal advocates for your brand on social media, consistent client favourites, and an overall safe pair of hands.
Disengaged employees can be harder to spot. They may not overtly be doing anything wrong, but equally, they aren’t interested in being top performers. Their mild dissatisfaction may bring the wider team down and productivity levels could be well below what’s actually achievable.
Unhappy employees don’t just cause morale and motivation to drop. They’re also a huge financial drain on UK businesses. In fact, disengaged employees are thought to cost around £340 million per year. Whether they’re job hunting on your time, badmouthing your organisation to others, or refusing to collaborate, a disengaged workforce represents a real threat to your bottom line.
In short, disengaged employees:
- Are more likely to do the bare minimum during their working day.
- Could be actively looking for another role.
- Hinder team productivity.
- Damage morale.
- Impede collaboration.
- May damage your reputation.
- Could cause irreparable damage to customer relationships.
- Lead to lower staff retention rates.
Why do employee engagement surveys matter?
While there’s no quick fix to turn an unhappy, frustrated employee into a productive team player, regularly conducting employee engagement surveys can help.
Honest feedback: By serving as an open and honest avenue of communication, they empower employees to voice their frustrations and give you the insight you need to nurture a happier workforce.
Deeper insight: A company-wide survey may bring to light complaints that you weren’t aware of.
Early identification of issues: Regular surveys also act as an early warning system, with any changes in overall sentiment an indicator of concerning developments. These are the things that you’ll want to get to grips with before they become more deeply rooted, disruptive issues.
Employee wellbeing: The act of asking your team members about their opinions and feelings can have a positive impact on employee wellbeing. It shows that you’re committed to listening, willing to offer support, and ready to make changes.
Neurodiversity Support: It’s also a great way to support the rise in neurodiverse conditions and what reasonable adjustments could be made.
What questions should you include in an employee engagement survey?
An employee engagement survey is a tool to measure employee satisfaction levels. It can help you quantify commitment levels, motivation drivers, and sentiment around issues such as employee recognition schemes, development opportunities, and more.
Your questions should be measured and specific. This allows you to perform a wider analysis, highlight trends, and then monitor the impact of any changes made.
Job Satisfaction and Fulfilment
- How satisfied are you with your current role and responsibilities?
- Do you find your work meaningful and fulfilling?
- Do you feel that your job utilises your skills and abilities effectively?
Recognition and Appreciation
- Do you feel recognised for your contributions and achievements?
- How often do you receive positive feedback from your manager or colleagues?
- Do you feel valued by your team and organisation?
Growth and Development
- Are you satisfied with the career development opportunities available to you?
- Do you feel that you have a clear career path within the company?
- Are you provided with opportunities for learning and skill development?
Work Environment and Culture
- How would you rate the overall work environment and culture at our company?
- Do you feel that the company promotes a healthy work-life balance?
- Do you feel included and respected within the team?
Communication and Collaboration
- How effective is communication within your team and across the organisation?
- Do you feel comfortable sharing your ideas and feedback with your manager?
- Do you feel that your team collaborates well and supports each other?
Support and Resources
- Are you provided with the necessary tools and resources to perform your job effectively?
- Do you feel supported by your manager and colleagues?
- Could any reasonable adjustments be made to help you feel more supported in your role or workplace?
Overall Engagement
- How motivated do you feel to give your best effort at work?
- Do you feel proud to work for this company?
- Would you recommend this company as a great place to work to friends and family?
- How likely are you to stay with the company for the next year?
Open-Ended Questions
- What do you enjoy most about working here?
- What challenges do you face in your role?
- What changes would you suggest to improve your overall experience and engagement?
- How can the company support your personal and professional growth better?
By asking these questions, you can gain a comprehensive understanding of your employees’ engagement levels and identify areas for improvement. Remember to analyse the responses carefully and take actionable steps based on the feedback you receive. This will demonstrate to your employees that their opinions are valued and can lead to positive changes and improved retention.
What happens after an employee engagement survey?
The period following an engagement survey is just as important as the survey itself. While you’ll need to allow time to analyse responses, you should also aim to formulate a structured response to deal with commonly recurring themes, such as a lack of recognition or unhappiness with advancement pathways.
Taking clear action to address the feedback given by respondents shows that their time, opinions, and suggestions are welcomed, listened to, and can result in positive change where appropriate.
