When you have engaged employees, it shows.
Engaged employees are invested in the success of your company and will take proactive efforts to go above and beyond.
Sounds wonderful, right? But, how can you make your employees feel engaged?
It turns out, employee engagement surveys don’t just have all the right questions — they have plenty of the most useful answers, too!
Getting the right answers
Before you begin sending out employee engagement surveys, there are some risks you need to be mindful of. Ensure that the answers you get are honest by assuring employees of their anonymity, build employee trust to capture genuine feedback, and ask only the questions that matter.
While numbers can give you an idea of the overall progress, that’s not the complete picture.
Ready? Learn how you can turn your employee engagement survey insights into action!
Drill down with filters
Sure, the overall picture looks good, but what happens when you look a little closer?
Let’s say your engagement report this year shows improvement, but you’d also like to drill down on individual branches to see how they performed.
Filter the report based on these branches and take another look. When you see the YoY engagement report for Branch A, perhaps a different trend emerges. Engagement isn’t as high as the other branches, and employees aren’t as happy. Even though this might be overlooked in the original report, by filtering down you can take action to boost engagement and mitigate employee concerns.
Drill down with segmentation
Compare data to better understand the changes that need to be made with segmentation.
Drill down on participant responses based on select parameters to compare a specific segment within your organization. These parameters can be anything, from demographic factors to tenure, or even teams.
While it’s important to drill down to get more nuanced insights, be wary of going too far down the rabbit hole.
Start the conversation with our Employee Engagement Survey Template!
Drill down with engagement drivers
Wouldn’t it be easy to just ask everyone to rate their engagement level from 1 to 10? As it turns out, engagement is a little more complicated than that.
That’s why we help you with specific questions to determine employee engagement and identify engagement drivers.
The right questions allow you to see the correlation between different drivers and employee engagement levels.
Perhaps training and development has a high rating and directly impacts employee engagement, but office furniture, despite the high rating, doesn’t really move the needle when it comes to the employee engagement score.
By understanding which ones have the highest impact, you can focus on addressing concerns and bridging experience gaps to meet employee expectations.
Ready to learn more? Tune in to our on-demand employee engagement webinar focused on how to turn survey insights into action!
Want more resources? Explore SogoX to discover critical employee experience insights from industry leaders!
