Innovation According to Peter Drucker
Innovation according to Peter Drucker Innovation is the buzzword among many companies operating internationally as well as in the domestic economy. Increasingly, the ability of an organization to innovate is being seen as a source of competitive advantage. The well known management expert, Peter Drucker throws light on the “sources of innovation” as well as […]
Performance Appraisal and Performance Management
The contemporary organizations are undergoing a transformation for coping against the changing needs of the environment and excelling in the business by building up their adaptive capabilities for managing change proactively. The traditional performance appraisal system did not suffice the needs of the changing scenario as it was mainly used as a tool for employee […]
Theory of Human Resource Development (HRD)
This module covers the HRD function in organizations from a wide variety of perspectives. At the outset, after the introduction to the module in the previous article, it is time to look at some theoretical perspectives about the HRD function. When the field of management science and organizational behavior was in its infancy, the HRD […]
Corporate Corruption and the HRM Function: Legal, Ethical, and Moral Perspectives
What is Corporate Corruption and how pervasive it is? While we are all aware of corruption in the governmental and public sector entities, the lesser reported aspect of corporate corruption is something that does not yet get the coverage and attention it should. This is because unlike corruption in other spheres and walks of life, […]
Tips for Professionals on Making Smart Career Moves during your Working Life
Determining Whether you want to be a Big Fish in a Small Pond or Small Fish in a Big Pond Whether you are a fresher or an aspiring professional, or you have established yourself in your career, or are beginning to find your feet in your job, there are some ways in which you can […]
Conducting employee engagement survey in order to find out the involvement and willingness of employees to perform their jobs and contribute to the success of their organisation is not a new idea; however, it has become more popular than ever. The reason being, nowadays, managers are keener in knowing what actually can engage or disengage employees.
Various independent researches and specific investigations carried out by organisations have shown that there is a direct link between the employee engagement and the productivity and profitability of an organisation. Apart from this, it has been found out that employees who actively respond to the questions of employee engagement survey are enthusiastically engaged in their jobs and want to offer their feedbacks as well as put forward the problems and challenges that they usually come across while performing their jobs when asked.
On the other hand, the employees who do not take the questions of employee engagement survey seriously and take it like any other questionnaire are not engaged in their jobs. It can be said that either they are unhappy with their job profile and organisation or they are under the impression that their feedback doesn’t matter as it can’t change their present circumstances.
The main aim of conducting an employee engagement survey is to find out the factors that actually drive employees to perform their best and also the ones that can put them off. It is important in order to establish sync between what top management offers and what employees expect or vice versa.
The highly productive organisations keep on conducting employee engagement surveys from time to time so that they can design or redesign the already established policies and implement key changes in order to increase the efficiency, output, involvement, dedication and productivity of employees. Not only this, it also helps them in retaining the best talent within the organisation. Moreover, when companies focus on the problem, they come up with effective solutions which significantly increase the number of engaged employees, resulting in a considerable increase in their productivity and organisation’s profitability.
Employee engagement also establishes a comprehensive two-way communication process overcoming all barriers. A study of engagement and involvement of employees certainly helps in taking the business to the next level establishing a strong work culture. The surveys definitely work provided companies assess the employee feedback, understand their requirements, work on designing new policies and practices and commit to implement them otherwise; there is no meaning of such surveys. They are not only wastage of time and money but also play with the feelings of employees who actually look at them a way to communicate their views and opinions to their immediate managers and top management.
Once top management decides to conduct an employee engagement survey, the next step is to consider what type of survey and questionnaire format should be chosen in order to get maximum possible results. The companies may seek advice from professional management consultants to decide the most appropriate type of employee engagement survey considering the nature of their business and the level they are operating it. Conducting a survey under professional guidance will show greater results.
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