Is your current employee survey benefitting your company? Some suggest such surveys are just a tick box exercise. That surveys offer little or no real business value. Both assertions may well be true … for some companies, at least. However, this needn’t be the case.
Your employee survey should be designed to fit the company’s unique organisational context and reflect and measure your business strategy. We cover this topic in greater detail in our latest original HR insight paper Mastering questionnaire design in employee surveys.
Relevance is crucial to a meaningful employee survey – and an accurate measure of engagement. A generic set of questions relating to a standard definition of engagement is likely to provide fairly similarly generic data. This restricts your ability to really understand what is driving engagement for your business and implement targeted action plans.
What an engaged employee looks like is different in every company. That means every survey model should be bespoke – an approach advocated by David MacLeod in the Engaging for success report.
A well-aligned survey will give a more valid measure of employee engagement for your business and shows you are progressing on your business strategy from an employee perspective. Such insight and understanding is vital in making informed business decisions and maintaining competitive advantage.
