Research shows 71 percent of managers believe employee engagement is one of the most critical factors in organizational success. One tangible way to measure the current state of engagement in an organization is the Employee Engagement Survey.
Gathering employee feedback is the first step in enhancing employee productivity and improving company culture. But you can’t stop there. The follow-up to a survey is just as, if not more, important than doing it in the first place. In fact, it can be more harmful to a company to run employee engagement surveys and do nothing with the results than not running them at all. This is because when you ask people for their feedback, they expect something to be done with it.
So what do you when the EES results roll in?
One of the most critical factors studied in an Employee Engagement Survey is employees’ satisfaction and engagement with their management and team culture. While the EES does a great job in highlighting which employee pockets have low engagement levels on these dimensions, more in-depth information is often required for management to take any meaningful action.
This is where targeted 360-degree feedback surveys can play a crucial role. These surveys are done on smaller sets of employees. Typically a team manager is the subject of such a survey with his direct reports, peers, seniors and sometimes, even clients, providing their opinions on various aspects of his/her management style. Such multi-rater surveys help dig deeper and highlight the issues causing low engagement in specific teams or departments.
Following up an EES with 360-degree feedback surveys will help an organization demonstrate that the results of the EES have been taken seriously and that the company is committed to taking corrective actions where required.
The integrated survey program begins with the Employee Engagement Survey. The survey is ideally presented to the entire employee population and their opinions are sought on dimensions like work-life balance, team culture, working environment, opportunities for growth etc. Since the survey is completely anonymous, the results often throw up valuable (and candid!) insights into the engagement levels across various teams, departments and locations.
With engagement data in hand, the organization can move to the second leg of the program i.e. the 360 degree feedback surveys. The subjects of these smaller surveys will be Managers of the teams etc. having the lowest engagement scores. Their team members, peers and seniors will be asked to evaluate them on various aspects of management like decision making, interpersonal skills, stress tolerance etc. This exercise usually helps the subjects understand their strengths, blind spots and areas for improvement.
In the final leg of the program, our experts will help combine EES and 360 feedback results for high impact action / development planning. All stakeholders i.e. the company leadership, the HR department and subjects of the 360 Degree surveys will be coached on which areas need maximum attention and how to achieve improvements in these areas with concrete, actionable steps.
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