Employee Engagement Survey
Measuring Employee Engagement
The Leadership Intelligence Employee Engagement survey is based on over 17 years of research with hundreds of companies. This survey accurately measures overall engagement as well as the drivers that contribute to it. The survey contains actionable and relevant questions that are designed to improve action planning and facilitate change.
You work with a senior DecisionWise consultant to customize the employee engagement survey to measure the factors that drive engagement in your organization. DecisionWise also specializes in helping clients to revise their current employee survey to more accurately measure engagement while maintaining the ability to compare results from past years.
Employee Engagement Survey Structure
The survey contains about 50 survey questions including two to three open-ended questions. It takes about eight minutes to complete. The survey questions are grouped by the following categories to make it easier for employees to answer the questions by frame of reference:
- My Job
- My Team
- My Manager
- My Department
- My Company
We include a group of "anchor" questions in each survey to measure overall employee engagement. The average score from this group of questions provides a composite score that is used to create an employee engagement index from Fully Engaged to Fully Disengaged. Other questions from the survey are then analyzed to determine drivers of employee engagement in your organization.
Actionable Survey Questions
"Actionable" means that managers and employees can take action on the employee engagement survey question. For example, a survey question that is not very actionable is: "I like my job." This survey question does not provide enough detail about what an employee likes or the job to develop an action plan around it. A better employee engagement survey question would be: "My job offers enough variety to keep me engaged." Our experts help you to create an employee survey that provides actionable results to increase engagement.
We recommend using two open-ended questions at the end of the employee engagement survey that solicit feedback about what is working and what needs to be improved in the organization. These comments provide specific information and provide overall themes from the results. We advise against using too many open-ended questions because it increases the time to complete the survey and often does not provide any additional information. Our online reporting tool allows you to search any term in the comments and see the most popular words in a word cloud.
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