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EMPLOYEE ENGAGEMENT

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EMPLOYEE ENGAGEMENT

I have been able to take part in an employee engagement survey before back at my previous organization. It was a process through which the company engaged us in a survey to check on the level of commitment, passion, and loyalty that the employees had towards the organization. After the employee engagement survey, the company held consecutive meetings with us the employees to share their feedback on the survey that we had all taken part in. The feedback was mostly per the questions asked and the answers that were received from the survey. Through the feedback meetings, better approaches were reached on improving growth and productivity at the company.

In most cases, it took some time to make the necessary changes, but the differences were eventually made after some time. The delay in many cases was because of a lack of accurate communication, which made it hard for them to get the actual information. Communication remains an essential aspect of the employee engagement survey process. Judd et al. reveal that though many companies do take part in the employee engagement processes, they sometimes do not ask the right questions and hence do not get the correct answers either (Judd et al. 2018). This delays the process of taking action towards the improvement of business and productivity.

According to Byrne et al., when the managers and employees discuss the results, the conversation may lead to increased engagement, productivity, and profits while reducing turn over and costs (2017). However, the importance of feedback is overruled by many companies, and they list it as another task on their to-do list. Feedback helps to plan the right way to move forward through the action planning process. One of the easiest ways to increase employee engagement in a survey is by regularly soliciting feedback from the employees and the team in general. When employees feel that their voices are heard, they get more encouraged to give their best performance.

 

 

References

Byrne, Z. S., Hayes, T. L., & Holcombe, K. J. (2017). Employee Engagement Using the Federal Employee Viewpoint Survey. Public Personnel Management, 46(4), 368–390. https://doi-org.proxy-library.ashford.edu/10.1177/009102601771724

Judd, S., O’Rourke, E., & Grant, A. (2018). Employee Surveys Are Still One of the Best Ways to Measure Engagement. Harvard Business Review. Retrieved 18 June 2020, from https://hbr.org/2018/03/employee-surveys-are-still-one-of-the-best-ways-to-measure-engagement.

 

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