Why use Employee Engagement Surveys?

JER HR Group conducts employee engagement survey and subsequent analysis and debriefing.

While there are many reasons for employee survey, there are major positive energy an employer could gain by adopting the following

1) Measure Employee Engagement: The primary reason for issuing engagement surveys is to measure the engagement level of your employees. One could consider the factors like recognition, pay &benefits, advancement, , leadership, job role, training & development opportunities, work environment, etc.

2) Increase Employee Engagement: Once you’ve assessed how engaged your employees are you can then create an action plan to increase engagement.

3) Have a voice: Use surveys as a voice of employees and a venue for open feedback. Strive to establish two-way communication and involve employees in the development process by giving them a direct voice to the management team.

4) Direct Organizational Growth: Knowing how the company measures on areas such as employee satisfaction, management/leadership effectiveness and working environment will give you tangible objectives for change.

5) Benchmark Results: Conducting employee engagement surveys will allow you to benchmark the data for comparison purposes. Benchmarking will also allow you to identify whether any issues are specific to your company or are industry-wide.

Purpose of Employee Surveys

  • For an organization to be successful, it must build a sound organizational culture.
  • Part of a sound organization culture is a high performing workforce that is interconnected and engaged across all aspects of the business.
  • A robust employee engagement process can help an organization to develop workforce management strategies that are built on their employees’ specific requirements.
  • JER HR Group customizes employee engagement surveys and analyses to your organization’s needs.

JER HR Group approach

  • JER HR Group customizes employee engagement surveys and analyses to your organization’s needs.
  • JER HR Group employee engagement process goes beyond the standard survey tool to also incorporate various modes of connecting with your staff, through face-to-face sessions as well as other connection points in this “multi-generational” workforce.
  • Develop organizational communication to explain the process and the company’s desire for open-honest feedback in a confidential manner.
  • Schedule and provide face-to-face support with employees at times convenient for the organization to conduct the survey.
  • Gather results by question with responses categorized in a manner to represent issues, while maintaining employee anonymity. Trends will be determined and communicated to management through both an executive summary as well as data reports.
  • The final summary will be presented to the designated management group within two weeks after the survey is completed.

 

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