Employee engagement

Measure your employees' engagement and get expert help to increase it.

Attaining higher employee engagement can be a genuine game-changer for businesses. We first enable you to accurately measure it through an engagement survey and then help you understand exactly what’s driving your employee engagement. You’ll also be guided on exactly where to act to increase engagement and improve business performance.

Frequently-asked engagement questions

What is employee engagement?
It’s an emotional state driven by an individual’s perception of different components within an organisation, which in turn has a measurable impact on business performance.

Why is it important to have employees who are engaged?
Organisations with higher employee engagement have been proven to be more successful as employees are more loyal, innovative, committed and more willing to put in discretionary effort.

What is the purpose of an employee survey?
A survey can be used to measure employee satisfaction or engagement (the two should not to be confused). It can also reveal how employees feel about a variety of as aspects relating to their work and their employer.

How much does an employee survey cost?
There’s a broad range with the price of an employee survey depending upon factors such as an organisation’s size and the complexity of their needs.

How can you increase employee engagement?
You need to analyse and act on what your survey results as what drives engagement differs in each organisation. You can learn about common drivers and other engagement trends in our trends report.

Want help to measure your employee engagement?

Accurately measuring engagement

ETS think feel do model of employee engagement

The key drivers of engagement are different in every organisation. Which is why a generic or ‘universal fit’ employee survey provides limited value. Our ‘Think, Feel, Do’ model forms the basis of our surveys. Its premise is that employees’ perceptions of their organisation (what they think) influences how they feel about working there. This perception determines their behaviour and performance (what they do).

This approach is backed by leading thinkers including David MacLeod and Engage for Success, who indicate that defining and measuring engagement in this way is most effective for identifying how an organisation can improve business performance.

Creating your engagement survey

Team meeting of people

Our approach is geared to creating for you a survey that will accurately measure engagement and provide actionable insights on what matters most to your employees and business.

As part of your programme, we’ll create an engagement index for you, which is made up of core survey questions that are, statistically, the most significant drivers of engagement for your employees.

Here’s an example of some common engagement index questions:

1. I am proud to work for the company
2. I would recommend the company as a great place to work
3. I intend to be still working for the company in a year’s time
4. Overall I am satisfied working for the company
5. I feel a strong sense of belonging to [organisation name]
6. Morale in the company is high at present
7. I am willing to go the extra mile for the company
8. I have recommended the products and/or services of [organisation name]

We are trusted by lots of top companies

Taylor Wimpey
Cancer Research UK

Working with ETS has been a true partnership. They understand our people and our culture and have showed great adaptability to position the training in a way that will impact our leaders...

Executive Director of HR, Allegis Group

Our other products & services

Recommended resources

Employee engagement benchmark trends report

This report outlines the current state of employee engagement. It offer insights and analysis of key engagement drivers, industry and historical trends and high performers.

How much does an employee survey cost? A buyer's guide to pricing

This guide sets out tips and advice and explores the possible costs involved in running an employee engagement survey.

Low employee engagement? You need the ‘EX’ factor

Why companies must look at the employee experience (or EX) more holistically if they’re to deliver improved customer service and high performance.

Stay ahead of the curve. Get our HR and L&D monthly digest and news about our services delivered straight to your inbox.