More than half (53 percent) of U.S. companies with 500 or more employees conduct employee engagement surveys. However, more than a third of managers do not act on the results of these surveys. The implications of this inaction, which has held at a relatively constant rate for several years, are particularly significant in today’s business environment in which high turnover rates and historically low unemployment converge to reduce capacity for achieving growth forecasts.
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In our last two blog posts, our colleague, Tyler Morrison has spoken about why an engagement survey is important to understanding your organization's health and how to prepare your organization for your survey. This week Tiffany Adams, is taking the reins and sharing her ideas for not wasting all the money you just spent on your engagement survey!
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Conducting an employee engagement survey is now a common practice for a majority of companies with 250 employees or more. In fact, 83% of respondents in our recent Trendicators report say their organization has conducted an engagement survey in the last two years. Engagement surveys are popular because they provide an opportunity to understand and analyze how employees feel about the workplace conditions that influence performance, loyalty and emotional connection to the organization. In our last blog, we discussed the importance of conducting an engagement survey, and this week we continue the conversation around administering one for your organization.
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More than half of U.S. companies with 250 or more employees have conducted engagement surveys within the past two years. However, what do employees think about the engagement surveys their employers periodically—some might say, ritualistically—ask them to complete?
We looked for answers in the available literature but couldn’t find a single survey on the topic. How ironic is that? For years, hundreds of millions of employees have answered billions of questions probing their feelings about workplace conditions—yet we lack basic information about how such efforts are perceived by the very people analyzed.
