Beyond Satisfaction: Five Keys to Employee Engagement

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Employee Exit InterviewA Typical Exit Scenario:

Manager: Thanks for coming in. We’re sorry to see you go, so I’d like to conduct an exit interview with you.
Exiting Employee: Okay.
Manager: What made you dissatisfied with your employment here?
Exiting Employee: I’m not dissatisfied.
Manager: Well, what about your salary and benefits. Were you dissatisfied with those?
Exiting Employee: No
Manager: Well, what about your job responsibilities?
Exiting Employee: No, I wasn’t dissatisfied with my job responsibilities.
Manager: How about company leadership?
Exiting Employee: No, company leadership is fine.
Manager: Well, then, why are you leaving us?
Exiting Employee: I just didn’t have a reason to stay.

Employee Satisfaction Insufficient

It takes more than satisfaction to retain a valuable employee and keep them productive on-the-job. As Kevin Kruse wrote in Forbes, “A satisfied employee might show up for her daily 9-to-5 without complaint. But that same “satisfied” employee might not go the extra effort on her own, and she’ll probably take the headhunter’s call luring her away with a 10% bump in pay. Satisfied isn’t enough.” It takes Employee Engagement.

Employee Engagement is the emotional commitment the employee has to the company. Wikipedia defines an engaged employee is “one who is fully absorbed by and enthusiastic about their work and so takes positive action to further the organization’s reputation and interests.” In addition, research has shown that companies with engaged employees are also more likely to have satisfied and loyal customers.

Sounds great, doesn’t it? Who wouldn’t want engaged employees?

Companies spend billions on employee benefits, training and motivation programs. However, often times, companies neglect to invest in programs to evaluate and measure the effectiveness of these programs in building a fully engaged workforce. Infosurv Research’s Employee Engagement measurement process provides a valuable tool for measuring and tracking employee engagement levels, identifying the key attributes contributing to engagement, and providing recommendations for ways to increase engagement. Infosurv Research Employee Engagement Survey focuses on:

      • The factors that truly impact your employee’s ability to meet your customer needs – and which you control.
      • Identifying real tactics you can adapt to your business to more deeply engage your workforce.

The Infosurv Employee Engagement Equation

Infosurv Research has found that employee engagement is a combination of both employee loyalty and contribution. Employee loyalty is made up of overall employee satisfaction, willingness to recommend the employer to others, and whether the employee plans to continue employment with the company. The second half of the Employee Engagement Equation, employee contribution, is made up of the employee’s willingness to give extra effort on the job as well as whether they recommend the company’s products and services to potential customers. Infosurv Research uses this equation to rate and rank employees into three engagement buckets:

employee engagement segments

  • Engaged
  • Not Engaged
  • Actively Disengaged

In order to guide companies in creating more engaged employees, Infosurv Research uses key driver analysis to identify those attributes most closely associated with engaged employees. Actions taken to strengthen these attributes should have the greatest impact in improving engagement levels throughout the workforce. By evaluating employee satisfaction survey results with each attribute’s importance, you can prioritize the actions that will improve your company’s work environment and performance.

It Doesn’t Stop There!

Measuring and improving employee engagement can seem daunting, and Infosurv Research is here to help you every step of the way. From questionnaire design to data collection, from data analysis to reporting, we guide you through the decisions that need to be made. And the help doesn’t stop when the report is in your hands. Infosurv Research continues to work with you to bring the results into actual business practice, including:

      • Demystifying any areas of concern
      • Identifying ways the findings can empower your business
      • Recommendations for greater employee engagement
      • Creating a culture of engagement over time with repeat measurements

Working with Infosurv Research, you’ll have accurate Employee Engagement metrics to drive fact-based decisions on employee related investments, increase levels of employee engagement, and link those improvements to business results, such as customer loyalty and satisfaction.

Watch for our next blog post, where we’ll talk about using benchmarks to better understand employee engagement.

5 Terrifying Statistics about Employee Engagement:

      • 70% of U.S. employees are not engaged at work.
      • Companies with highly engaged employees earn 2.5 times more revenue than their competitors with low employee engagement levels.
      • Only 12% of employees leave their current positions for more money.
      • Only 40% of the workforce knows about their company’s goals, strategies and tactics.
      • 43% of highly engaged employees receive feedback at least once a week compared to only 18% of workers with low engagement.

Find INFOSURV RESEARCH at CASRO 2014 in Denver, CO, September 30 to October 2. And be sure to catch Infosurv Research VP Pete Booth on the panel discussing “The “Mountain” of Change Facing Market Research is in Fact a Mole Hill” at 11:05 AM on Tuesday, September 30, during the opening General Session.

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Christian Wright

Christian Wright is the VP of Client Services at Infosurv. With a master’s in marketing research, he’s equipped to design actionable research that yields impactful insights and drives change.