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As an employer, you have a duty of care to the people who work for you. Some employers deal with this by implementing an employee assistance programme (EAP).
Some put together a series of options, like remote working, flexible hours and extended breaks. Some do all of the above—and it’s great that they do.
But the best way to get in tune with the things your people need in order to be happier, healthier, and more engaged?
Ask them what they want.
It can be a little daunting, opening up your processes and programmes to honest, direct feedback. But it’s more than worth it—you and your employees will learn a lot about your business, so going the extra mile is worth it.
And you might find some solutions to problems you didn’t even know existed.
At its most basic, conducting an employee engagement survey is about a few things:
Again, possibly a little daunting. But there are a number of reasons why it’s worth putting in the effort to get this right.
Employee engagement is about employees feeling positive, enthusiastic, committed to and involved in every aspect of the business.
This enthusiasm and positivity lead to a few things you’ll notice in your workforce and work environment:
So, you’ve decided you want to get proactive and ask your employees opinions on what they might want out of their working day. That’s great!
But now, the hard work starts. There’s a lot to think about. Here are a few hints on best practices for employee engagement surveys to get you on the road:
Once you’ve got a strong grasp of what you want to achieve, it’s time to write the employee survey itself. We’ve covered employment engagement surveys previously, but as a recap, here are some good subjects to tackle:
With all this in place, you’re ready to start increasing your employee engagement.
If you have questions about this or any of the topics covered in our blog, don’t hesitate to get in touch on: 0844 891 0352.
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