Work
Engagement Survey™
Reducing Turnover and Increasing Productivity
Have you ever wondered what makes a good company great?
It’s the people. Committed, productive employees are key to organizational
success and a healthy bottom line. The challenge, then, is retaining and
developing satisfied, committed employees. The solution is Work Engagement
Survey™. Why? Research has shown that people who have clearly defined,
well-communicated expectations have better attitudes and enjoy greater job
satisfaction than people whose expectations go unspoken or unrealized. And
companies that employ satisfied, successful people reap the rewards of increased
productivity and reduced turnover (see
our page on employee engagement).
Explore 10 Key Expectations
In a typical employment situation, certain expectations,
such as salary, hours, and job duties, are clearly understood by both employer
and employee. Other expectations, however, are so intimately linked to an
individual’s concept of work that they often go unspoken or unacknowledged.
The Work Engagement Survey™ helps the organization explore 10 work expectations
that impact today’s employment relationships: Structure, Diversity,
Recognition, Autonomy, Environment, Expression, Teamwork, Stability, Balance,
and Career Growth.
Our Work Engagement Survey™ allows organizations
to not only better understand what areas their employees find as being
important, but also provides learning on how well the organization is meeting
those expectations. A special gap analysis allows the organization to see
which of the 10 areas it needs to work on to help it increase employee
engagement.
View a
sample of the Work
Expectations Group Report. The Work Engagement Survey™
will contain a minimum of three group reports:
Organization-Wide; Supervisors/Managers only; and Employees only. In
addition to the overall reports for the entire organization, each department
and/or team can also receive a report that includes only their members.
Open the Door to Creating
Employee Engagement
We
have carefully researched other measures of employee engagement and have created
a crosswalk between them and the Work Engagement Survey™.
This means that the Work Engagement Survey™ can give
you some high level information about just how well your organization is doing
on creating engagement. We condense this information down to the 10
Expectations categories, allowing you to see which Expectation categories need
immediate attention and addressing those needs right away. At the
sam
e time, you can then easily create a long-term strategy for increasing the
measures across all Expectations categories.
Download
this graphic in pdf
Creating
Engagement One Employee at a Time!
But
what really sets our Work Engagement Survey™ apart
from all other measures of employee engagement is that we provide each employee
with a Work Expectations Profile® Individual
Report . This Individual
Report helps the employee to clarify exactly which Expectations
categories are most important to them. It also allows them to determine if
that Expectation has been Met or is it Unmet, and if it is Spoken about, or is
it an Unspoken Expectation. After the employee has had an opportunity to
review their Individual
Report, they are then encouraged to meet with their supervisor to
discuss their expectations. It is this discussion that begins to create
the foundation for a relationship between the employee and the supervisor that
can lead to greater employee engagement.
Remember,
while employee engagement is measured at the organizational, divisional,
departmental, and team levels, you don't create engagement with these units.
Employee engagement is created with the individual, one employee at a time.
The Work Expectations Profile® Individual
Report allows your supervisors and managers to build the relationships
and trust that creates this engagement.
Employee Engagement: Doing it verses Measuring it!
Our
Work Engagement Survey™ is the difference between just measuring Employee Engagement and actually
creating it!
Our Work Engagement Survey, while highly
researched and validated, is considerably less expensive to administer than that
of other major Employee Engagement measurement organizations, such as Gallup and
the Conference Board. In many cases, we are as little as one-third the
cost of our major competitors. Please give us a call to learn just how
inexpensive it is to measure Employee Engagement in your organization, and how
our process can actually increase engagement, performance, and your bottom line.
Jack Welch Business Week Podcast: A Healthy Company?
Jack and Suzy Welch on the vital statistics that really matter --- and
one of them is Employee Engagement!
Contact us for more information or continue browsing
through our web site to learn more.
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