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.
I agree, employees should be involved in employee survey development. Jim Ely, CEO Florida’s Turnpike Enterprise, has used this approach for the past five years with over 4200 employees.
Jim is an exceptional leader and clearly understands the impact of engaged employees. Customer service and performance are peaking at the Enterprise
It is always good to involve employees in creating engagement surveys as that in itself motivates them to be engaged.
Recently for my long essay I involved most employees and they were so helpful in creating the questionnaire
this questions will help me alot to make my survey successfully.