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An engaging culture is one that enhances commitment to the organization leading to retention and performance. People feel engaged when they understand their connection and contribution to the organization, its success and when they perceive their organization as trustworthy and credible.Employee engagement surveys can be conducted yearly to assess the engagement levels in the company.
Major focus is the large difference in employee and manager viewand build on improving team engagement levels
Field & Design of study
Entire population can be taken to ensure that maximum responses are received for analysis leading to better input for formulating and implementation of action plans.
Stratified sampling can be adopted as the employees are segregated into several mutually exclusive subpopulations-the advantages lies in ensuring adequate data for analysing the various subpopulations
System driven or a paper and pencil exercise ensuring the sanctity of the data can be preserved.
Tools of Data Collection
The questionnaire can be based on the Likert Scale which was developed by Rensis Likert. Such questionnaires consist of statements that express a favourable or unfavourable attitude towards the object of interest. The participant is asked to agree or disagree with each statement. Each response is given a numerical score to reflect its degree of attitudinal favourableness.The scale produces interval data.
Team Action Plans
Brainstorming processcan be used. Actions are prioritized and the most important issues are considered. The same are summarized into a unit action plan. The major focus is the large difference in employee and manager state. Reasons for the positive and negative development trends and work on them to improve.
Team Action Plans are formed, focus on work-life balance and development on the job, focus on targets and performance, here managing expectations is very important.
Survey Benefits to the organization/employees
Employee opinions matter, their suggestions, their criticisms, and their perceptions should be considered and willingness to make changes based on those suggestions should be demonstrated.Employees opinions on key performance improvement behaviours can be assessed, including team building, empowerment, work facilitation, and customer service.
Get early warning signs of potential pain areas before it becomes widespread and adversely affect performance.
Managers are often unaware when organizational systems create frustration, and reward inappropriate behaviour as well as inefficient and ineffective performance.
Identify which departments and services can handle experimental and/or expanded activities, and build on your strengths.
Can help develop rational employee policies, talent management,recruitment/retention strategies, salary and benefit programs.
Team Action plans need to focus on team building for long term benefits.
Organization to ensure action plans are fully implemented, failure to do so could instil doubt in the employees’ mind that the organization is not fully committed in implementation.