Employee Engagement Surveys – A Key Code

Let’s face it – if employee engagement is what you’re thinking about, then you’ve probably resorted to company-wide surveys to sort out stuff for you. At least once.

The question is, what did you make of the results? Did you get any clearer on what your problem is? Did you get any ideas on what solutions to come up with?

Or maybe you just thought the numbers would speak for themselves? It doesn’t usually get any much clearer than stats and figures, right?

Not really.

The idea is to have your survey and know what to make out of it, too. Your ‘immediate’ problem might, in fact, be just a symptom. Which means the root cause of all evil will typically be somewhere else.

Dwight Mihalicz, at Effective Managers, tackles just that in this great piece on employee engagement surveys and what they actually tell us.

”Employee Engagement Surveys are measuring symptoms in organizations. They are actually doing a pretty good job at measuring these symptoms. We know higher engagement is related to better performance, so we are measuring something that matters. But just as giving an aspirin to treat a fever provides symptomatic relief, organizations are treating the symptoms of poor engagementCertainly, they get some immediate relief, but the underlying disease, the root cause, is not being addressed. Just as the fever will come back if you don’t treat the infection, the symptoms of poor engagement come back when you stop the interventions.”

Spoiler alert – if your survey results indicate “poor communication”, the communication process isn’t necessarily the problem you’re facing with!

Read the whole story here, for more on how to adequately ‘read’ and understand your engagement survey results.

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