Engagement Survey

While many organizations may realize the importance of employee engagement, it appears that they continue to achieve little in the way of improving it. In fact, a 2017 report released by Gallup shows that only 33% of U.S. employees feel engaged. If that isn’t bad enough, the worldwide engagement rate is even lower – a dismal 15%. So why is this so low? While there are many factors at play, one major contributing factor is that the surveys used to measure engagement are infrequent and often very generic. That being said, let’s look at five reasons why employee engagement surveys need to be a continuous process. 1. Progress Needs to be Monitored Gallup explains that “Many companies simply conduct an annual survey…but they don’t sufficiently follow up. This has never worked and will never work. It’s not what our most successful clients do.” In other words, checking up on engagement once a year may help measure annual milestones, but it doesn’t give employers a chance to see how engagement is evolving for the other 364 days. Consequently, employee engagement could plummet, and nobody will know that there’s a problem until a full year later. During that time, it’s safe to say that people will have left the organization or lowered their productivity. 2. Workforce Changes As older employees leave the workforce, members of the younger generation inevitably take over; however, different age groups have different needs. What may have kept someone in their 50s engaged isn’t necessarily going to work for a person in their 20s. Case in point, baby boomers valued loyalty and job security. It wasn’t uncommon – even expected – for these individuals to stay with a company for decades. Millennials, on the other hand, want a job that offers autonomy and flexibility for things like vacations. […]