Why Do Some Excel in the Interviews, But, Fail on the Job and How HR Can Fix This?
How HR Managers are vexed by the Problem of Good Interview Candidates Research has shown that there are many instances of jobseekers excelling in the interviews, but, failing on the job, once they are recruited and placed in projects. While this problem has been around for a while, in recent years, it has become so […]
Job Analysis and Total Quality Management (TQM)
TQM is a management approach that concentrates on teamwork, integrity, continuous improvement and continuous assessment jobs and their worth. On the other hand, job analysis deals in investigating each job separately and collecting the job-related information. Usually, the process is conducted in an organization once in a while especially when HR department has to source […]
Development of a Training Program
Development of a training program is the next step after the training need analysis has been conducted and there is a clear consensus on the need of training within the organisation. The next vital question to answer is whether the training should be conducted by an in house expert or from a consultant outside. Many […]
What is Creativity ?
Do you see various shapes in a crumpled ball of paper? Do you see various colours in a drop of oil mixed with water? If your answer is yes, then certainly you value creativity. Creativity is nothing but the process of creating something unique and new. Creativity indeed plays a crucial role in organizations at […]
Steps in Creating Individual Development Plan
Individual development plan plays an instrumental role in employee development. Individual development plan is generally prepared both by the employee as well as the employer as to what all initiatives the organization needs to take to enhance the skills of an employee and help him grow both personally as well as professionally. Individual development plans […]
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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