What is employee engagement?

Employee engagement is a connection between the worker and work. Engaged workers are committed. They are emotionally attached to the organization. And they have a strong desire to remain a part of it. Plus, they pour extra effort into their work. They are willing to go above and beyond the formal requirements of the job to deliver superior performance. Engaged employees take personal responsibility for the success of the organization.

Are your employees willing to go the extra mile? Are they motivated to perform to the highest standards?

Employee Engagement Questions

Contact Sheila Margolis, PhD, of Workplace Culture Institute, based in Atlanta, GA. Learn how you can build an engaged workforce in your organization.

What are the drivers of employee engagement?

View the slides in “Engage…Retain…Prosper.”  Discover the six ways to drive employee engagement in your organization. Then conduct an employee engagement survey to identify the “Key Drivers” that your organization should focus on and pay attention to.

Employee Engagement-title slide

What are the steps for increasing employee engagement in your organization?

First, measure employee engagement by conducting an employee engagement survey. Then, make changes to improve engagement in your organization.

1. Conduct an employee engagement survey

Sheila can help you survey your employees to determine their level of engagement. Measuring employee engagement gives you a metric to evaluate on an annual basis. Use this metric to compare the level of engagement over the years. But even more important, the survey gathers data on the drivers of employee engagement. With this information, you can understand organizational strengths and prime areas for improvement.

Be sure employees give honest responses to the survey questions. By having an outside consultant manage the survey process, employees can feel safe to provide their honest views.

The steps of the process are as follows:

  1. Discuss objectives for conducting the survey
  2. Discuss best time to conduct the survey and timeline for survey administration and delivery of results
  3. Decide survey items–to include general employee engagement, outcomes of engagement, and drivers of engagement questions
  4. Discuss the importance of a key driver analysis
  5. Decide open-ended questions
  6. Decide how to filter the data
  7. Finalize survey administration plans and ability of employees to use an online instrument
  8. Compose survey directions and cover note
  9. Finalize survey marketing materials–to inform employees of the upcoming survey and the importance of their participation
  10. Prepare survey instrument and translate it in languages needed
  11. Pilot test survey and make adjustments, if necessary
  12. Administer survey
  13. Collect data
  14. Analyze data
  15. Prepare report
  16. Present survey results to client with recommendations to improve employee engagement–presentations can be made to CEO and HR, to leadership team, to managers, and to all employees (presentations may vary based on the needs of each group)
  17. Discuss plan for further discussion of survey results and action planning
  18. Decide how to monitor action planning and measure change

2. Develop and implement a plan to improve employee engagement

With the data from the employee engagement survey and the recommendations to improve engagement, you can create your plan to increase employee engagement. Focus on the key drivers indicated in the survey report.

Create an action plan on multiple levels so all groups have a commitment to improve engagement. Your focus will be on one or more of the drivers of engagement illustrated below.

Begin one-on-one employee engagement meetings. These conversations can be scheduled so each manager meets one-on-one with each person that the manager supervises. These engagement conversations can be planned around these questions to ensure each employee is engaged. See the slides at this link to guide the dialogue.

  • FIT: Do I fit?
  • TRUST: Do I trust them?
  • CARING: Do they care about me?
  • COMMUNICATION: Am I informed and do they listen?
  • ACHIEVEMENT: Am I growing, developing, achieving?
  • OWNERSHIP: Do I feel like an owner?

Build a culture of distinction! Ensure employees are engaged in the work they do as well as the culture where they do it. Integrate the universal Priorites into your organizational culture so you engage employees, retain top talent, and prosper. Employee engagement matters. Discover the employee engagement principles that motivate people to be their best. Contact Sheila Margolis, PhD to conduct your employee engagement survey.