Employee Studies: Replace 'What are you Doing?' with 'How are you Doing?'

When you think of your customer base, what do you picture? 

Were your employees included in that picture?  

Focus Inward... Think of your business as a car. Your customers are the fuel that pushes your car forward, but your employees are the engine. Without both, you're not going anywhere. In the market research world, employees are known as "internal customers" for a reason. Employee engagement is just as important as customer satisfaction. 

So You Want to Measure Employee Engagement... 

But you're not quite sure where to start. As luck would have it, we've put together the basic steps to successfully measure employee engagement and implement an engagement strategy. 


Step 1: Define Engagement

Defining what employee engagement looks like for your organization is an important step in implementing any employee engagement survey. Attempting to measure employee engagement without defining what engagement means to your organization is fruitless; every organization's definition of employee engagement is unique. 


Step 2: Defining Goals and Objectives

Now that you've defined what engagement is for your organization, it's time to decide what your target for engagement is. Is it consistently showing up on time for work? Is it consistently meeting or beating deadlines? Once you determine your goals for engagement, it's time to measure up. 

Step 3: Conducting an Employee Engagement Survey

You've defined engagement, and set your goals. Now it's time to hear from your employees. Providing employees time to complete the survey during the workday is critical, as well as ensuring responses are anonymous. Employee surveys tend to be met with high level of skepticism, ensuring employee confidentiality is also critical in ensuring the success of an employee study. 

Step 4: Analysis and Improvement

You've collected all your data, and you've been handed your final report. It's entirely possible your employees' responses didn't match up with the goals you set in step 2. The most important course of action in this situation is to take these results seriously and make improvements based on collected feedback. If you show your employees you take their opinions seriously and are committed to improvement, engagement and satisfaction levels will improve.