It is now more important than ever to find out your employee engagement rate and how your employees feel about working for you – their role, their team, their ambitions and what motivates them – and if this has changed.

At My HR Hub, we are experts at conducting ‘face to face’ or ‘zoom to zoom’ interviews with employees. We feel this personal approach, building trust and having time to explore each individual responses face to face, allows us to get ‘under the bonnet’ of the issues so that we can identify, analyse, recommend and put the relevant emploee engagement improvements in place.

We aspire to go further than just ticking the ‘HR box’, we know anyone can tick a box – which is why we’re passionate about firms becoming an ’employer of choice’ and we have helped many businesses do this over the years. Every company, no matter how small, can choose to develop a great culture and be an employer of choice. We can show you how and to make this an ongoing programme to measure the KPI’s and improvements.

Our current clients working through this project have seen exceptional results. They are clear on why they are a Great Place to Work and what else they need to improve, as our ‘Insight’ Employee Engagement Project has given them this knowledge and transparency with clear actionable goals to work towards.

The truth is, many companies don’t know what to do with employee engagement survey data they’ve collected. For them, the exercise becomes an end unto itself. This is usually because their surveys are not designed in ways that yield actionable results or fit into a larger engagement strategy.

Whether you are just embarking on your first engagement survey or staring at a dataset of employee engagement survey results, consider the following tips to make your employee engagement project both more meaningful and more actionable:

1. Articulate your Goals

Why are you conducting a survey? The obvious answer is “We want to see what our engagement is” or “We want to improve engagement.” Unfortunately, many companies stop there. Measuring employee engagement is not enough. You need to decide in advance what you want to do with the data you are collecting.

2. Ask the right questions

There is an unlimited number of questions you can ask. We have taken the hard work away and will recommended 12 key questions. In our experience, these yield useful information that can help understand engagement and enable you to get on track with improving this, if actioned in the right way.

3.  Don’t work in a vacuum

A survey alone doesn’t make an employee engagement strategy. Your survey should be a part of a larger culture of engagement. Survey results must be meaningful to managers and employees, or they will not drive behavioural change.

4. Surveys are only a starting point

Surveys are not the end goal. They are merely a tool to begin a conversation with your employees, or to frame that conversation for managers and executives. This is the start of your employee engagement journey – everyone needs to be on that journey.

5. Take Action or Don’t Bother

Putting together a survey like this and pushing it through an organization takes a huge effort. It is little wonder that so many companies just stop there. If you are not committed to understanding, listening and making improvements, then don’t even conduct a survey—because employees who are not surveyed at all are more engaged than those whose companies survey them but take no action.

“My HR Hub was able to gather a deep understanding of the business, its culture, its vision and its staff. It also gave us the opportunity to get to know the employees on a one-to-one basis.”

“The employee engagement survey is the start of our journey with My HR Hub. We are already working on other areas such as a review of our employment contracts and policies with the team in addition to implementing some of the findings from the survey. We would have no hesitation in recommending My HR Hub – they’ve been a fantastic team to deal with.”

For further advice or for full support in designing, conducting, reviewing results resulting in a short/medium- and long-term Business Improvements Plan, contact us to find out how we can help with a tailored Employee Engagement Programme – including KPI’s and business improvement ideas.

Find out more about My HR Hub Employee Engagement projects or discover more about My HR Hub or My HR Club.