Employee Engagement SurveyYou want to know the engagement levels of your employees. 1 day a week of productivity is worth $10,000 or more for every one of your employees. Employee engagement research shows you are likely wasting 1 in 5 employees’ salaries. Plus, you want to know where employees feel engaged and where they don’t! You could have leaders in place who actually disengage their team.

Stop suffering with soft Human Resource measures and find out the actual situation and real value of interventions. What would you do if you had a view of engagement and culture as a dial on your management dashboard? And what if an employee engagement survey could give you a dial with a needle that moved based on interventions implemented? You would be able to actually measure the impact of interventions and finally know where you were wasting money.

Example A

A purpose-driven organization focused on high performance started measuring employee engagement. The first results caused everyone to realize what was and was not working. Instead of vague opinions, the executives and the Learn2 Team were able to pin-point the top 10 gaps. Implementing targeted interventions saved time and money.

Months later, the biggest gaps in the employee engagement survey improved by 17%. That is, every gap except one! Everyone knows what issue is dragging down employees. Executives can now invest confidently and measure the results of their investment.

Example B

A global cheese manufacturer discovered the engagement level of the employees was affecting results. A wise CEO rang us up on a Sunday because of his employee engagement report and he committed to changing the results. His 2020 strategy relied on employees empowered and involved. With a clear view of the situation, action happens swiftly and can be targeted to transform the situation. Since an employee engagement survey creates an expectation of action, he now wanted to act quickly. The initial employee engagement exercises generated an even deeper understanding of the potential improvements.

Implementing those improvements showed employees that they mattered, they were heard and that the executives cared deeply about culture. In one year, the company produced more cheese, sold more cheese at higher margins to larger customers. The results were clear AND employee engagement levels jumped 22%. Without the survey results, its unlikely things would have changed.

So how do you choose an employee engagement company?

1. Easy. The reports need to be easy to read and action. Reams of stats are no longer valued as they clutter the issues. We recommend a top 10 gaps list and digging deeper when required.

2. Fast. Avoid anything that takes weeks of “calculating”. First, you’ll pay through the nose for that. And you delay the response time. Your employees will expect a fast response. We recommend instant results that are automatically tabulated into reports that are easy to identify and action. 80% of responses come in within 24 hours so you don’t want to wait weeks, you want to be able to respond quickly.

3. Inexpensive. Save your money for interventions. The engagement survey results allow you to diagnose the situation – they are not the prescription. The prescription is what matters. Often companies spend $23-25/employee. This drains important budget for your targeted interventions. We recommend only investing from $1 to $10 max per employee. And this is why our solutions are Freemium priced. The first employee engagement survey is free so you experience the value – then you continue with a monthly investment for unlimited employee engagement testing.

4. Flexibility. Choose a company willing to allow you to evaluate unique perspectives. One company wanted to evaluate satisfaction with IT so we added the question to their employee survey without charging “change fees”.

5. Get certified Employee Friendly. While it may take you a few months or even a year to achieve Employee Friendly status. It affects your ability to recruit and retain top talent. Being able to describe in numbers how Employee Friendly your culture is improves when you can describe the quality of your employee engagement culture.

6. Be sure you can include customers. Some companies get stuck in platforms that only focus on employee engagement frameworks. Be careful! You want a versatile system that allows you to assess customers, vendors, stakeholder too. Clients report that internal metrics report 96% on-time delivery yet customer feedback surveys indicate less than 70% on-time delivery. The customer metrics quickly help everyone understand that the customer definition of on-time is radically different.

7. Be sure you get both the gaps and the solutions. There is nothing worse than knowing you have a problem and not having a solution. Or having to go out and search multiple vendors to find the right solution. Make sure your employee engagement action plan is provided along with your prioritized gaps. Otherwise your executive team will waste weeks or even months sourcing solutions.

In short, your employee engagement survey gives you the insight to solve the right problem the first time. Without this insight you are wasting money on ineffective training, misguided interventions and excessive staffing costs. With them you find out about the effectiveness of your HR, your leaders, and how to optimize culture for the best return. Invaluable really.

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