6 clear strategies to improve low employee morale
Employee morale is a mixture of feelings, emotions, attitudes and perceptions that employees hold towards their work and their professional environment. Employees …
I’m happy to share with you an employee engagement survey template. First, I’d like to share some of my thoughts around engagement surveys in general, and then I’ll give you guys a template that you can easily reuse inside your company.
It’s important to note that engagement is an incredibly difficult thing to measure. It’s difficult because it’s a feeling. It’s a very important feeling, because as I’ve shown many times, engagement affects your company’s bottom line, but still difficult to measure nonetheless.
One of the tricky parts is because it’s so difficult to measure, it’s possible that if you ask the wrong questions, or at the wrong time, your results can be flawed.
First, let me explain why this is important to measure, and then I’ll talk high level about what we should actually measure.
I was reading a great article on Gallup’s blog recently, and they were talking about how important it is to measure engagement. Here’s a quote from the article:
The central, and consistent, finding has been that staff engagement predicts objective performance outcomes within organizations and this relationship holds true across very different types of organizations. The data are very clear: if engagement is measured appropriately, it predicts business outcomes across organizations.
Now, the question becomes, what do we measure?
You need to take a step back, and think high level. Try and understand what actually motivates employees. There are intrinsic motivators, and there are extrinsic motivators, both are important, and both should be used together. So intrinsic motivators are things like autonomy, mastery, and purpose, so you can ask questions to test that.
For example, “The company’s mission or purpose makes me feel like my job is important” is a question to gauge the need for purpose. A question like “In the last year, I’ve had opportunities to learn and grow” can satisfy mastery.
Extrinsic motivators count too, so questions like “Our company offers better benefits than other companies”, or “I feel like I’m paid fairly for what I do” are important to ask.
Before I give you the template, I want to give a few words of warning to anyone who is implementing an engagement survey.
In companies who administered an an engagement survey, 27% of managers never reviewed the results at all, and 52% reviewed the results but took no action. This is a very silly way of running a survey. If you’re going through the time, money, and effort, please be ready to do something.
I’ve seen this done so many times. People get overwhelmed very easily. Don’t ask a ton of questions, because as fatigue starts to kick in, the less seriously people will be answering the questions. If you have 50 questions that you absolutely need to ask, spread it out over time, like 10 questions per week or something.
It will actually make your results much more accurate because you’re spreading it over time, when moods and feelings change.
In fact, if you had to pick only one question to ask, this is it.
I’ve written about this before, but only recently I learned how truly powerful this question is. In the book The Ultimate Question 2.0, which is an expansion on the original, the authors explain how companies have turned the net promoter score into a full-fledged management system to run their companies.
The question to ask employees is “On a scale from 0-10, how likely are you to refer a friend to work here?”
Here is a free employee engagement survey template that you can feel free to reuse. There are so many tools available to administer these, and chances are you already use a tool.
Use something like “Agree, strongly agree, neutral, disagree, strongly disagree” as the response choices.
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