With American Thanksgiving approaching, it’s time for reflection and gratitude. Gratitude is strongly and consistently associated with greater happiness, both in our personal and professional lives. In the workplace, gratitude starts from the top down. Leadership sets the example for company culture with their teams.
Be Thankful for Employee Engagement Surveys
As we inch closer to the new year, companies should begin thinking about employee engagement surveys. These surveys are incredibly useful for management, giving them a peek into how employees feel. Employee feedback is crucial to see what works and what needs improvement in the workplace.
Surveys are as enjoyable as a Thanksgiving meal
Imagine an employee engagement survey like a Thanksgiving meal. The menu options may be separate dishes, but they go together. You can’t have a turkey without stuffing, any more than you can have mashed potatoes without gravy. Each employee’s feedback may not be the same, but they all benefit the workplace culture.
If you’re wondering how you’re doing with employee well-being and engagement, go straight to the source. Let’s look at why employee surveys are as enjoyable as your upcoming feast.
Feedback is more like pumpkin pie and less like brussel sprouts
Companies love to hear positive feedback. However, it’s the criticism that helps improve their organization. The negative feedback is not only a business’s chance to better operations and take it to the next level, but a significant opportunity for leaders to build a closer relationship with employees on their team. Constructive changes show employees they are heard.
The ultimate goal of company culture should be to have happy and successful employees. Therefore, management must survey their teams to see where they currently stand. Just as you want to continue doing what motivates your employees, you should want to stop actions that harm your employees.
Founder and CEO of Amazon, Jeff Bezos, shared his thoughts on constructive criticism, “You listen, you ask are they right, or even if they’re not completely right is there some piece of it that’s right that you can be inspired by.”
Feedback from employees is not a company’s enemy but one of its biggest strengths.
Season recognition with empathy and clarity
A lack of employee recognition can damage company performance. That is why you must survey your employees on the topic. Employees who feel a lack of recognition can quickly become disengaged. Disengaged employees can lead to increased turnover rates, less employee empowerment, unsatisfying performance results, and poor team culture. None of which a company wants.
If leaders want to improve employee engagement, 58% of employees said they should “give more recognition.”
Employees may initially work for money but go the extra mile for recognition and praise. Workers feel ownership and pride over their work when rewarded for their contributions. As a result, they are more willing to work just as hard on their next project. Recognition boosts morale, increases productivity, and builds positive relationships.
How you give recognition also matters. In your survey, ask additional questions on how the employees feel about any recognition received. Leadership should provide recognition with empathy and clarity, associating positive feedback with specific tasks or projects. This tells employees which efforts are noticed and appreciated.
A community that ensures everyone has a seat at the table
Building a community within a company gives employees a sense of belonging and connectedness. A workplace community is the heart of employee engagement. How workers feel when working dramatically impacts an organization’s success.
More businesses are putting their resources behind diversity and inclusion (D&I) initiatives. Some are going as far as creating entire departments around the matter. However, D&I is more than just policies, programs, and headcounts. It’s about earning more trust and commitment from employees, letting them know everyone is welcome – no matter what.
Ensuring a diverse workforce has many benefits. A work environment filled with employees of different backgrounds, skills, and knowledge means creative ideas will increase. Ultimately, including broader perspectives in brainstorming, problem-solving, and developing sessions will keep your company innovative.
80% of workers say they are happiest when working at a company that values diversity and inclusion. Additionally, 60% say they would like their leaders to be more vocal about the issue.
It’s no secret that it’s up to leadership to make employees feel welcome. Their job is to ensure everyone knows they have a seat at the table.
Stuff your workplace with balance and wellness
Post-pandemic, work-life balance and wellness are at the forefront of every professional’s mind. It’s the main reason behind The Great Resignation – an ongoing economic trend in which employees voluntarily resign from their jobs.
Amongst the movement, companies that shifted their priorities to balance and wellness hold the highest employee retention rate. Most made the hybrid model a permanent change, allowing employees to choose between working from home or in the office.
By downsizing real estate, businesses could shift those funds toward new wellness programs. Employees who feel their physical, mental, and emotional health is supported by leadership are more likely to stay.
Mark Lobosco, LinkedIn’s Vice President of Talent Solutions, applauded the recent changes, “Now that companies have built the framework – and experienced the cost and time savings associated with it – there’s no real reason to turn back.”
When leaders see their employees as individuals rather than just workers, magic happens. A workplace today must encourage employee flexibility and well-being, or it will get left behind.
Break a wishbone for job security
Employee engagement surveys can also measure how workers feel about job security. This topic is highly relevant today, with top tech companies doing mass layoffs. As professionals scroll on their LinkedIn, they see more and more posts of their friends and former co-workers getting laid off. While those posts do not directly pertain to them, it may leave them questioning their own security.
45% of workers said that job security and a pay increase are equally important. Both of which determine employees’ livelihoods – including how they will pay for housing, groceries, and gas. Without a stable job, professionals don’t have a consistent income.
Our jobs are how we provide for ourselves and our families. During economic uncertainty, you must reassure your team that they are valued. Employees who see how their job contributes to the company’s overall mission and goals feel more secure.
Workers shouldn’t have to wish for job security. Instead, they should know they are in good, steady hands – without ambiguity.
Ingredients for your employee engagement survey
The following questions help companies measure employee engagement and determine if they’re at risk of having quiet quitters – individuals who meet minimum requirements and nothing more, no discretionary effort, and no going above and beyond.
We recommend allowing your employees to respond anonymously to guarantee truthful answers. You can send this to your employees through Google Forms, SurveyMonkey, or a similar platform.
Following the online survey, evaluate the questions where your employees’ rankings fell short and consider corresponding suggestions with your team. This will help you determine overall employee engagement and whether you need to make improvements.
- Do you think your boss understands what you most need to get your job done?
- Do you talk about your personal life at work or keep it strictly business?
- Are you satisfied with the amount of flexibility you have?
- Is your salary in line with market value?
- Do you have a clear understanding of what is expected of you?
- Do you worry about your job security? If so, how often on average?
- Do you feel connected to your company’s mission or purpose?
- Do you receive regular recognition for your work?
- Do you receive support through professional development?
- How would you rank your work-life balance?
- Do you feel comfortable calling in sick when needed?
- Can you take a reasonable amount of time off?
May your employees be merry and engaging
Measuring employee satisfaction and collecting honest feedback empowers companies to make more informed decisions about attracting, developing, and keeping top-performing talent. By prioritizing engagement and constantly working to improve it, leaders build a workplace with happy employees who feel motivated and supported.
Getting feedback from your employees can be easier than putting together a five-course Thanksgiving meal. Employee engagement is one of the few opportunities for workers to share feedback without judgment.
Use the above survey to treat your employees right this holiday season and give them a voice!
