Conducting Employee Engagement Research – Introduction

Employees and their performance are crucial to the overall success of your company.  It’s essential to make sure that your workforce is engaged with and aligned to your strategy – engaged colleagues lead directly to improved performance for your business.

In addition to ensuring your teams have all the tools they need to do the job and are having regular 1:1’s with their line managers, engaging an independent third party such as Finger on the Pulse Research, to undertake a regular Employee Engagement Survey will enable you to understand and measure the level of employee commitment, engagement, motivation, but also how they feel about the strategic direction of the business and whether they’d recommend others to work for the company.

All this needs to be measured to ensure your business and your whole workforce are pulling in the same direction and working together to deliver strong performance and growth. This is where Finger on the Pulse Research come in.

Conscious of the maxim that ‘you shouldn’t mark your own homework’, engaging FOTP Research, a specialist B2B research company, as an independent third party to work with you, is the best way forward to develop and conduct an Employee Engagement Survey for you.

We will work with you to:

  • Understand your requirements
  • Develop the survey
  • Conduct the Employee Engagement Survey
  • Analyse the data and
  • Present the insights

This the most efficient and effective method of undertaking independent and objective Employee Engagement Survey/Research. This can then be expanded into a tracking survey, to measure change/employee engagement improvements on an on-going basis.

Employee Engagement Research – How we do it

Step 1: Scoping the target respondents and understanding your business

We hold initial meetings with our clients to achieve the following:

  • Clarify research requirements and potential areas to measure
  • Understand current processes and business characteristics
  • Agree the appropriate employee groups to gain feedback from
  • Recommend and agree an appropriate sample size
  • Provide a full project schedule to include timelines and deliverables

Step 1: Scoping the target respondents and understanding your business

We hold initial meetings with our clients to achieve the following:

  • Clarify research requirements and potential areas to measure
  • Understand current processes and business characteristics
  • Agree the appropriate employee groups to gain feedback from
  • Recommend and agree an appropriate sample size
  • Provide a full project schedule to include timelines and deliverables

Step 2: Qualifying the core components of successful relationships with your employees

  • The key drivers of employee relationship performance are identified by conducting a number of in-depth telephone interviews with a sample of your employees
  • The output of these interviews are clearly defined Performance Areas and the individual Performance Attributes that determine your employee engagement
  • Alternatively, we can work directly with the client and based on our shared knowledge, can determine the list of Performance Areas and Attributes to be measured
  • An appropriate research solution is suggested and agreed upon, which could include online surveys, focus groups, in-depth interviews and telephone interviews

Step 2: Qualifying the core components of successful relationships with your employees

  • The key drivers of employee relationship performance are identified by conducting a number of in-depth telephone interviews with a sample of your employees
  • The output of these interviews are clearly defined Performance Areas and the individual Performance Attributes that determine your employee engagement
  • Alternatively, we can work directly with the client and based on our shared knowledge, can determine the list of Performance Areas and Attributes to be measured
  • An appropriate research solution is suggested and agreed upon, which could include online surveys, focus groups, in-depth interviews and telephone interviews

Step 3: Measuring the pulse of your employee satisfaction

  • An online survey with a combination of ratings and “open text” boxes is used to gain employee feedback on how they rate your company on the agreed Performance Areas and Attributes
  • The Performance Areas and Attributes measured are those we defined from the earlier qualifying interviews and/or client discussions

Step 3: Measuring the pulse of your employee satisfaction

  • An online survey with a combination of ratings and “open text” boxes is used to gain employee feedback on how they rate your company on the agreed Performance Areas and Attributes
  • The Performance Areas and Attributes measured are those we defined from the earlier qualifying interviews and/or client discussions

Step 4: Reporting via scorecard and identifying strengths and weaknesses in your employee relationships

Output of results include:

  • An employee relationship health Scorecard
  • A measure of performance for each Performance Area and Attribute
  • Verbatim comments providing further insight into the ratings provided
  • Identified employee engagement strengths and areas for improvement
  • Data analysis and recommendations to help you drive stronger employee engagement

Step 4: Reporting via scorecard and identifying strengths and weaknesses in your employee relationships

Output of results include:

  • An employee relationship health Scorecard
  • A measure of performance for each Performance Area and Attribute
  • Verbatim comments providing further insight into the ratings provided
  • Identified employee engagement strengths and areas for improvement
  • Data analysis and recommendations to help you drive stronger employee engagement

Conducting Employee Engagement Research – Types of Surveys

Annual Employee Engagement Survey

Given the importance of having a motivated workforce, obtaining regular feedback from them and acting upon it, will directly support your business in achieving its goals and objectives.

Employee Engagement Survey will help you understand how your colleagues feel about working for your business, and clearly identify how you can further improve their motivation and commitment.

Voice of the Employee (VoE) Programme

As employees are at the heart of your business and closely engage with your customers, suppliers and partners, their “voice” is a valuable resource that should be heard and leveraged.

In a fast-changing environment, there is often a need to gather employee feedback on a frequent basis.

VoE conducted throughout the year will enable you to help track progress and to have an “early warning” of any potential issues.

Diversity & Inclusion Survey

D&I is more than just collecting and monitoring the demographic data of your employees.

D&I surveys should be rooted in your company’s continuous drive to understand and leverage the diverse make-up of your teams. 

Understanding how included your employees feel and their experience of being treated fairly in the workplace, as well as addressing any concerns about these, are key to unlocking potential and improving overall employee engagement.

QuickPulse Surveys

This is an ideal tool to deliver real-time and cost-efficient feedback when you are looking to gain insights on a specific topic.

In addition, this could be used to get tactical feedback to support a strategic initiative (e.g. gauging success on recently introduced employee initiatives or focusing on getting additional insights from a specific employee group).

Conducting Employee Engagement Research – Benefits

Loyalty logo

Improved Employee Engagement

Asking for and getting feedback from your colleagues who are at the heart of your business through one of our Employee Engagement Surveys will demonstrate to them that you are genuinely interested in their “voice”.  Responding to and acting to address their concerns will generate goodwill and improve motivation.

Loyalty logo

Improved Employee Engagement

Asking for and getting feedback from your colleagues who are at the heart of your business through one of our Employee Engagement Surveys will demonstrate to them that you are genuinely interested in their “voice”.  Responding to and acting to address their concerns will generate goodwill and improve motivation.

Target logo

Increased Productivity

If you have got a happy workforce, their productivity will increase.  In tough and competitive market conditions, one of the key enablers to success is having a fully-motivated workforce working with you to deliver against your business objectives.  An Employee Engagement Survey will generate insights illustrating the level of “happiness” amongst your workforce and more importantly, highlight what your company should do to make your employees happier.

Target logo

Increased Productivity

If you have got a happy workforce, their productivity will increase.  In tough and competitive market conditions, one of the key enablers to success is having a fully-motivated workforce working with you to deliver against your business objectives.  An Employee Engagement Survey will generate insights illustrating the level of “happiness” amongst your workforce and more importantly, highlight what your company should do to make your employees happier.

Stronger logo

Competitive Advantage

Existing research suggests that companies with more engaged employees perform better financially.  Engaged employees are more attuned to the needs of both your customers and suppliers.  Strong employee engagement should result in lower staff turnover, reduced absenteeism and an increase in productivity.  Therefore, an engaged workforce is no longer a “nice to have” but a significant competitive differentiator.

Stronger logo

Competitive Advantage

Existing research suggests that companies with more engaged employees perform better financially.  Engaged employees are more attuned to the needs of both your customers and suppliers.  Strong employee engagement should result in lower staff turnover, reduced absenteeism and an increase in productivity.  Therefore, an engaged workforce is no longer a “nice to have” but a significant competitive differentiator.

Anticipate Flexibility

Continuous Employee Engagement

How can you drive a culture of strong employee engagement without having regular & objective feedback from your colleagues, through an independent 3rd party? Actionable insights from our Employee Engagement Surveys will illustrate how you can continue building and maintaining a motivated team that effectively supports you in reaching your business objectives.

Anticipate Flexibility

Continuous Employee Engagement

How can you drive a culture of strong employee engagement without having regular & objective feedback from your colleagues, through an independent 3rd party? Actionable insights from our Employee Engagement Surveys will illustrate how you can continue building and maintaining a motivated team that effectively supports you in reaching your business objectives.

Your employees are key in supporting your company on the journey to deliver against a number of strategic objectives.  Getting a clear measure of their “voice” and level of engagement will promote internal collaboration, productivity and job satisfaction.