Engaged employees are the cornerstone of every successful company. When a team believes in what they do, they’re motivated to work harder. That’s why measuring employee engagement is crucial for the organization success.
Without engagement, a majority of employees, even ones with exceptional competence, talent, and training, may never perform above and beyond the mere obligations of their job descriptions. Taking steps to combat this lack of engagement will lead to real, tangible improvements in every facet of your organization.
But what exactly goes into selecting a survey tool? How do you know it’s really aligned with what your organization is looking for?
Below, seven successful human resources executives from Forbes Human Resources Council share their top tips for selecting an employee engagement tool that’s suited for your own business.
1. Focus On Your People More So Than The Tool
A number of factors may make one engagement tool more attractive than another: price, user experience, customization, data presentation, etc. As long as you can obtain the data in a way that makes sense, you can’t err very much with your choice. However, the focus needs to be on the commitment of managers and leaders in incentivizing teams and providing clear directions and goals. – Angela Nguyen, Ad Exchange Group
2. Customize It To Your Company
Employee engagement factors are different for every company. Look for a tool where you can customize the survey questions to match what engagement looks like for your company. There are no one-size-fits-all tools. What constitutes engagement at a large public company, may be vastly different at a small tech startup. – Ashley Wilczek, Justice AV Solutions
3. Know That It’s Not Magic
Be wary of any engagement survey tools that claim to fix your engagement problems. Survey tools are helpful, but they’re not magic. Get out of your office and talk with your leaders and staff. Are people going above and beyond for their team? Share your company’s vision and be quick to fix any problems affecting the work related to it. – Ben Martinez, HireVue
4. Benchmark And Prioritize
Make sure your survey ranks key drivers of engagement. Since it’s likely you will only focus your change efforts on two to three key items until your next survey, you want to make sure you are focusing on high-impact topics. To see how your engagement score stacks up against your competitors, look for a survey that allows you to benchmark your engagement score against other firms in the same industry and size. – Leanne Wong, MC Partners
5. Ensure You Can Truly Harness The Response Data
Does the survey tool give you the analytics and reporting capability to help you impact change? A good survey tool is easy to use and deploy, allows you to customize, and has an inviting user interface to help engage your employees. Analytics and reporting will help you focus on what is important to your employees and drive measurable improvement from survey to survey. – Mary Ainsworth, CallidusCloud
6. Customize It To Your Company Values
Be sure you can customize and align survey questions to your company values, then build a correlation between behaviors that drive the right outcomes. Think about the employee experience: ease of use, timing of launch, etc. Ensure that the vendor can provide the technical infrastructure to crunch the results in many ways. This will ensure that results are easily aligned to action planning and solution deployment. – Sarah Bettencourt, PointClickCare
7. Ensure It Will Provide The Most Accurate Results
Make sure the survey measures true engagement, not happiness or satisfaction. Inquire whether the survey is rooted in evaluating the psychological conditions underlying engagement. You should also choose a tool that allows for quarterly check-in surveys so that you can track engagement trends. Lastly, confirm that the survey can be distributed via modes that will achieve 80+% response rates. – Todd Richardson, Emplify
While it may seem obvious that engagement should be a crucial aspect of any business environment, the reality is that fewer than 1 in 3 employees are actively engaged. A boost in constructive feedback will have a transformative effect throughout the workplace, creating a consistent flow of communication that would not be found between disengaged employees. If you’re successful in increasing engagement, expect to see a substantial boost in overall productivity.