Step back. We seem so preoccupied surveying or measuring employee engagement that we fail to step back and question our questioning methods.
Good data sense. I assume the point of employee engagement work is to enhance and encourage engagement of all employees. We survey to see where we are at and we survey after a period of time to see if our interventions made a difference. This makes good data sense to me.
Creating questions. I am re-reading Peter Block’s, Community: The Structure of Belonging. The following quotation jumped off of page 24:
Accountability and commitment. The essential insight is that people will be accountable and committed to what they have a hand in creating.
Number One. So here is the #1 Employee Engagement Survey Question:
Do your employees have a hand in creating your employee engagement survey?
Salute. If they do, I salute you.
If they don’t,
- stop expecting accountability and commitment;
- recognize your engagement survey may be a tool of disengagement; and
- give employees the opportunity to have a hand in creating all future surveys or employee engagement initiatives.
The right questions, created in the right way, just might be the answer to employee engagement.