The First Step to Any Employee Engagement Survey

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empathy

You’re focused on company culture alignment and ready to tackle employee engagement. That’s great! If contacting an engagement software vendor and sending out an engagement survey is your first step than stop right now! Over 2/3 of the American workforce is disengaged. That’s because companies are skipping the real first step to building a high performance culture. 


STEP ONE 

GET TO KNOW YOUR EMPLOYEES

 


 

That doesn’t mean a full psych work up. Managers should record what they know about team members personal life and what they value. Values should focus on rewards, communication, and how employees make decisions. Here’s a sample of the values you should be aware of.

Rewards

  • High pay for high performance
  • Rewarding team success
  • Opportunities for professional growth

Decisions

  • Being quick to take advantage of opportunities
  • Being Reflective
  • Being Pragmatic

Communication

  • Sharing information freely
  • Informality
  • Confronting conflict directly

You’ll notice that these values all correlate to areas you can control as a People Leader. (Think: processes and procedure for how your reward, communicate with and make decisions with employees.) 

Employee engagement is personal. Spend time getting to know employees. Boosting revenue, driving innovation, reducing turnover, and creating a stronger employer brand all start with a solid understanding of your employees. If the point of an engagement survey is to learn what areas need work than how will you know what actions to take if you don’t know what people really value?

If you’re curious to learn more than click the button below. You’ll learn a new way to engage employees based on their hard wired values. Engagement is Personal White Paper

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