Surveying employees about their thoughts on a variety of issues is a time worn tradition within the HR world. Today they are used mostly to establish a benchmark measurement for employee engagement levels. The research output is then used to respond with an enterprise level remedial plan to improve on those outputs.
If you are at the stage where you believe you have an
employee engagement issue, you probably do.
And if you do use some type of employee research to determine your
engagement level, what does that really tell you? What should your employee engagement score
be? Is 100% employee engagement possible…of
course not. It is a constantly moving
target.
The
concepts of "employee engagement" have been with us for many years.
More than 30 years ago Gallup and other companies pioneered the concept of the
"engagement survey." The roots of these surveys started in the late
1800s when Fredrick Taylor, a pioneering industrial engineer, studied how
people's attitude impacted their productivity in the steel industry.
Building a highly engaged workforce takes combination of many
things, each impacting people in different ways. One thing we do believe is that employee
recognition and engagement are inextricably linked. If you have the money to research an expected
employee engagement problem, why not spend your budget attempting to improve it
instead? That way the money will get
into the hands of the employees where it will probably do more good than just
knowing what “level” they’re on.
For more
information on Ultimate Choice Inc.’s products or services or other white
papers please contact us at Ultimatechoiceinfo@cox.net
