As the last quarter of the year approaches, HR departments are beginning to plan their budgets, prepare performance evaluations and surveys of employee engagement. The Talent Management webiste, therefore, published some interesting practical tips on how to thin and better target your engagement surveys so that your company could better respond to the results obtained.
1. Limit external benchmarks
Many consulting firms offer a wide range of external standards for benchmarking over a whole industry. This allows you to get interesting information, the excess of benchmarks should, however, not force yout to leave your own management practices of employee engagement. Focus on your internal data first.
2. Reduce the number of questions
If your employees need an hour to complete your survey, shorten it to contain a maximum of 20 to 30 questions. Carefully choose the most important questions so you can respond to the answers in the best possible way. Consider also the possibility to distribute surveys for different segments and implement them several times a year.
3. Conduct the surveys more frequently
Engagement survey which will be repeated twice or three times a year allows you to measure the engagement in a more realistic time than only once per year. The results and your response will be more current and meaningful.
4. Be sure to connect the survey to your company's business strategy
First of all, you should clearly define what "employee enagagement" means for yourt company. For some, it may be synonymous with satisfaction, for some a combination of satisfaction and the best performance. The key role here is played by managers who should know how to manage the engagement of their teams throughout the whole year. That is waht HR should focus on before it starts to measure anything.
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