Emplify administers confidential, psychometrically-valid questionnaires to measure employee engagement in your organization. Our quantitative survey will only take your employees about 6 minutes to complete, and we handle the administration, delivery, and data analysis.
We repeat this process every 90 days — so you can see the impact of your actions and can adjust accordingly each quarter.
While other solutions only look at employee satisfaction, Emplify gives you insight into true employee engagement. We do this by measuring the presence of 17 underlying drivers of engagement, such as purpose, autonomy, role clarity and utilization.
The ability to quantify these drivers helps you better understand strengths and weaknesses in your organization so you can prioritize initiatives.
“With the help of Emplify, we’re making decisions that not only make work better for our people, but have a real, measurable business impact. The work we’ve done on employee engagement has led to a 50% decrease in turnover.”
“We have improved employee engagement and performance companywide. Productivity rose to 90% in 2019 (the highest in company history) and our billable revenue has increased by $2 million since we started working with Emplify.”
“I spent an extensive amount of time researching engagement measurement solutions and ultimately went with Emplify because of their coaching. I’ve been thrilled with the results so far. The insights have been valuable and the coaching has been world-class!”
An employee engagement survey is a tool that measures how engaged an employee is in the work they do and the company they work for. This kind of survey is designed to get the employee thinking about their work, and to give the company they work for insight into their workers’ thoughts. Naturally, not every worker will be happy with the job they do and not every worker will like all of their company’s policies. That’s why the employee engagement survey questions you choose are such a vital part of helping your workers and your company improve.
There are a couple of different ways you can encourage workers to take a survey, and one of those is by offering a small incentive to do so. Another is by showing your workers that the employee engagement survey results will actually be used by your company to make things better for everyone. If you’re not serious about using the information to help your employees, it can be difficult to convince employees to spend their time on the survey. Fortunately, showing workers that you care doesn’t have to be difficult, expensive, or complicated.
The employee engagement survey purpose should also be addressed with your workers, so they know why they’re being asked for information and that they won’t be punished for their answers. Surveys that are anonymous are generally best. That encourages people to be more honest, and directly answer questions that they might have opinions about but wouldn’t want their names attached to.
Effective surveys measuring employee engagement are excellent ways to help employees and companies work better together. These surveys give the companies insight into employee needs and opinions, and they give employees the chance to have their voices heard. With the right employee engagement survey template, you can get your employees interested in the process and help them see how valuable their thoughts and opinions are to making the company a better working environment. Employees who feel like their voices are being heard are more likely to give you honest feedback.
These employees are also likely to work harder, because they can see that the company they’re working for cares about them. With quality survey questions to measure employee engagement, you’ll get the best information from your employees and be able to focus on company improvements that matter. Surveys are collaborative tools between employer and employee when done correctly, and by getting everyone involved in the process it’s possible to make the company better for everyone who works there.
When sharing employee engagement survey results, that should also be a collaborative effort. Employees need to know that what they had to say mattered, and that they were included in the processing of the surveys. But employees also want to remain anonymous throughout the process in most cases, which means a company should focus on how to show employees that they’re collectively being heard and changes based on their feedback are being considered or implemented. Employee engagement is such an important part of having a healthy workforce that it should never be ignored.
As with a lot of employee engagement activities, the survey is both good and bad. How it’s used, the questions asked, and more all factor into how well the survey performs its job. Employee engagement survey best practices are worth considering carefully, and that generally means that companies will want to choose from the best employee engagement survey providers instead of trying to come up with questions on their own. When a company chooses their own questions, they might miss the mark and lose out on valuable data they could have collected.
When your company follows the best practices for an employee engagement survey, though, it gets the knowledge and information it really needs to be successful. Any survey can be improved. However, companies that provide this kind of help already, such as employee engagement survey vendors, have the right kinds of questions for your company. You want answers, and your employees are the people who can provide those answers. But you have to ask the right questions. Choosing Gallup employee engagement survey questions, for example, can give you a higher quality experience and better answers, overall.
Don’t settle for a survey that’s not really going to give you the employee engagement survey benchmark data you need. There are surveys that can provide exactly what’s required, so you can get the knowledge your company wants to make changes and make things better for all employees. The right survey means more valuable help and insight for your company, and that can translate to a better environment for everyone.
Any company that wants to offer surveys to its employees will need to take a careful look at the basics. That can help with preparation and understanding, and help ensure that the company uses the best survey possible for its industry and the kind of company culture it has. You don’t have to pick the same kind of survey as other companies are offering, or select exactly the same questions. After all, an employee engagement survey is about your company and your employees, not anyone else. If you’re asking the right questions, you’ll get valuable answers.
There are several things to consider when you’re looking at how to conduct an employee engagement survey. One of those is the open ended employee engagement survey questions you’ll want to ask. It’s true that you need some basic, yes/no types of questions. But asking open ended questions can give your workers a chance to express themselves. By doing that, they might say something that’s important and insightful. Being allowed to express themselves can also help your employees be more engaged in the process of taking the survey. That helps your company get more information and focus on specific areas mentioned by employees.
Details in the open ended questions could potentially lead to a follow-up survey, which might add additional benefit for the company, too. Just make sure you’re working with a vendor who will offer you the right employee engagement satisfaction survey questions for your needs and situation. That gives you the best chance of getting quality responses.
In order to focus on employee engagement satisfaction survey questions, you’ll want to work with one of the top employee engagement survey vendors. They can offer you survey software that makes it easy for your employees to answer questions. If you want to have more than one survey, or you’re interested in follow-ups or other ways of increasing the engagement of your employees in the survey process, software can help. In the digital age, taking a paper or phone-based survey might seem strange to people and they might prefer to ignore your requests for their opinion.
But when they already spend a lot of time at their computers, asking them to use software to take a survey is generally faster and easier. If you’re still wondering why to conduct an employee engagement survey, consider all the value you can get from your employees’ opinions. They’re on the front lines at your company, and the ones who work with customers and with the systems your company uses. They’re able to see what works and what doesn’t, and that can help you make changes that will benefit everyone involved.
By using survey software for employee engagement, you can come up with an employee engagement survey results and action plan to show to your workers. That can also be done through software applications, so everyone will have access to it and the value it provides. That’s a great way to use technology to increase the value of your workers and your company, so you can improve life for your customers and have a better bottom line, as well.
The right strategies are vital to get quality responses from your employee engagement survey. Every employee should understand that taking the survey is voluntary. But they should also know that what they have to say can really benefit the company as a whole. That can make things better for the employees, and can also improve the company’s overall health. Those are great reasons to take the survey. But the company wants to make sure its employees know and understand those reasons. Then they’ll be more likely to complete the survey honestly.
If employees aren’t engaged in their company, that’s damaging for everyone involved. That’s what an employee engagement survey is for. It’s designed to gauge the level of engagement employees have, and determine why engagement isn’t stronger. When companies focus on increasing engagement from their employees, they can build something that’s better for everyone and that gives more opportunity for the future, as well.