Employee engagement is not the same as Worker satisfaction
Worker Satisfaction only indicates how happy or content your workers are. It does not address their level of motivation, participation, or emotional commitment. For many workers, being satisfied means collecting a paycheck while doing as little work as possible. When organizations focus on how to enhance employee satisfaction, changes won’t automatically result in greater performance. In most cases, the conditions which make workers”satisfied” with their jobs are the same conditions that frustrate high performing employees. Top performers adopt change, search out ways to improve and challenge the status quo.
Why is employee participation important?
Employee engagement goes beyond games, activities, and events. Employee engagement drives performance. Engaged employees look at all of the company and understand their purpose, in which, and how they match in. This also contributes to better decision-making. Engagement is an integral differentiator when it comes to innovation and growth. To better understand the demands of your company, restarting an employee participation survey is essential. This is not the same as a satisfaction survey. Moreover, the expectations of workers have changed. Mobile professional careers are much more common than”job for lifers”. Retention of high talent is more difficult than previously. A business that has an effective employee engagement strategy and also a highly engaged workforce is more likely to keep top performers in addition to attract new talent. Successful associations are value-driven with employee-centric cultures.
How is employee participation measured?
Measure what matters. Employee engagement surveys are developed specifically to assess the performance, strategic alignment, competency and satisfaction of contributors. Engagement surveys must be mathematically validated and benchmarked against other organizations if they will give beneficial results. Without these items, it’s difficult to know what you’re measuring and whether the results are good or bad. Engagement may be correctly measured with short surveys that contain only a few questions, but these short surveys can only provide an indicator of whether workers are engaged. Without adequate information, a company can’t develop purposeful activities, training programs, strategies, and initiatives to increase levels of participation. So as to receive a whole picture of employee engagement, a survey needs to comprise about 50 to 80 questions that cover an entire selection of relevant subjects. There should likewise be open-ended questions to diagnose potential engagement issues in a company.
When should a company measure employee participation?
The ideal time to conduct an employee engagement survey is anytime. The timing of an engagement survey is going to have an effect on survey results, but it’s almost always a good time to have a better knowledge of how engaged your employees are. Produce a readiness assessment, communicate the grounds for doing the participation survey, communicate results, and also take action on survey outcomes. These activities give meaning to the survey. Otherwise, a poll ends up being more of a waste of time and de-motivator.