Measure your employees’ engagement and get expert help to increase it.
Attaining higher employee engagement can be a genuine game-changer for businesses. We enable you to accurately measure it through a survey and help you understand the most important factors driving your employees’ engagement. You’ll also be guided on exactly where to act to increase engagement and improve business performance. That’s why top companies trust us to help them with staff engagement programmes.
Frequently-asked engagement questions
What is the definition of 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. Our infographic explores this more.
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. For a detailed breakdown on survey pricing, see our guide.
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.
Accurately measuring engagement
The key drivers of engagement are different in every organisation. Which is why a generic or ‘universal fit’ employee survey provides limited value. We help companies such as M&S, McDonald’s and G4S by devising surveys that measure what matters most, both for their employees and for the organisation.
Our ‘Think, Feel, Do’ model forms the basis of our engagement 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 up 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
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]
And, after your survey closes, we offer extensive expert support to analyse results and offer guidance to managers and leaders on devising action plans.
Hear from our clients on partnering with ETS
We work in partnership with you to understand your organisation and unique engagement challenges. You can benefit from expert help with everything from questionnaire design and creating ‘best fit’ survey and reporting tools through to survey analysis and guidance on action planning.
Hear from our clients on why they chose to work with ETS in the video below.
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