Employee Engagement and Satisfaction Surveys enables an organization to assess the level of their employee’s involvement, commitment and satisfaction with their work. Engaged employees care about the future of the company and are willing to invest the discretionary effort to better the performance of the company and themselves. The following list indicates key business drivers that can be improved through conducting employee engagement and satisfaction surveys and implementing targeted plans to maximize employee engagement and satisfaction:

• Trust and integrity – how well managers communicate and ‘walk the talk’.
• Nature of the job – Is it mentally stimulating day-to-day?
• Line of sight between employee performance and company performance – Does the employee understand how their work contributes to the company’s performance?
• Career Growth opportunities – Are there future opportunities for growth?
• Pride about the company – How much self-esteem does the employee feel by being associated with their company?
• Coworkers/team members – significantly influence one’s level of engagement.
• Employee development – Is the company making an effort to develop the employee’s skills?
• Relationship with one’s manager – Does the employee value his or her relationship with his or her manager?

Employee engagement is said to be more challenging within larger companies compared to smaller ones. In addition, an employee’s age reflects differences in the importance of certain drivers. For example, younger employees rank “challenging environment/career growth opportunities” much higher than do older ones who value “recognition and reward for their contributions.”

It is apparent from various studies that there is clear and mounting evidence that high levels of employee engagement keenly correlates to individual, group and corporate performance in areas such as retention, turnover, productivity, customer service, and loyalty. Therefore, companies are responding to this employee engagement challenge – by flattening their chains of command, providing training for first-line managers and encouraging better internal communications. Changes won’t happen overnight, but with such a significant upside to the bottom line, they might happen more quickly than one would expect.

TAKE ACTION NOW: Why go it alone? Put your people first with the tools and knowledge to help them succeed. Your bottom line depends on it. Contact Mahara Consulting today to get on the road to making business success happen from the inside out.