5 minute read – Posted by – May 17, 2018

Only 33% of the U.S. workforce is engaged

Employee engagement is like an endangered species. Often talked about, but rarely spotted.

Gallup reports have revealed that only 33% of the U.S. workforce is engaged, and only 15% of employees worldwide are engaged.

But because a growing number of companies want to understand how their employees feel about their work, leaving low engagement unaddressed is no longer an option.

“A Jackson Organization study shows that companies that effectively appreciate employee value enjoy a return on equity & assets more than triple that experienced by firms that don’t. Fortune’s “100 Best Companies to Work For” stock prices rose an average of 14% per year from 1998-2005, compared to 6% for the market overall.”

—Dr. Noelle Nelson

That means employee engagement surveys are really no longer “optional” for HR executives.

So what makes an employee engagement survey effective?

Let’s look today’s top trends and 

Top Employee Engagement Statistics 

employee engagement trends

Key Benefits of Employee Engagement Surveys

Support your organization to be agile

If there’s a single company-wide benefit from implementing an employee engagement survey, it’s going to be the support it gives to making the organization agiler.

Increasing employee engagement means weaknesses can be re-evaluated and changes can be made more easily because the entire team understands the importance of collective goals.

It has been proven that companies with high investment in engaging employees are far more likely to succeed in developing an employee-centric organizational culture that provides employees with a voice within the company.

According to Gallup, companies that they’ve consulted with that ultimately implemented a process to improve employee engagement have increased their employee engagement rates to at least 75%.

So implementing a good employee engagement survey is a fantastic way to leverage this business strategy.

Provide people analytics for internal programs

Employee engagement surveys can provide quantitative data! (Believe it or not.)

As long as metrics are set in place to measure the factors that impact employee engagement, people analytics can be drawn from a number of engagement surveys.

Your entire organization can benefit from the employee engagement survey data.

How do you ask?

For example, if you find out through an employee engagement survey that employees feel like they don’t get enough recognition from their managers for their accomplishments, this is a call to action.

Managers can then come together to see how they can make employees feel more valued at work.

After the meeting, the managers might realize public recognition is what the company really needs—but they might have never thought of this without the prompting of real-time data.

The reason these strategic internal decisions can be made on a timely basis is when you’re collecting information from employees and reviewing the data.

Gather feedback from your leadership team

A lot of the time, employee engagement surveys are designed and implemented for the purpose of leadership or senior management to collect data about employees.

An even more effective way to approach collecting better quality employee engagement data is to request employee input directly.

Employee engagement surveys that are designed with the employee in mind, is going the extra mile to show employees the company wants to identify their needs.

Ultimately, quality employee engagement data will come from employees that understand the importance of their feedback and how it impacts the company.

Create better employee experience 

Frequent employee engagement surveys are a faster and simpler way to measure employee engagement in the workplace.

Rather than sending out one LONG engagement survey annually, choose to focus on areas that matter to your company and do it more frequently in shorter sprints.

Depending on the area of interest, you can assess engagement with targeted survey templates. At 7Geese, we have the following focus areas: Alignment to Company, Career Development, Core Values, Recognition and Feedback.

By approaching employee engagement on a more frequent basis, and with a focus in mind, managers can gain more specific insights on how employees feel about key areas of focus that need the most attention.

In the time it takes to obtain this engagement data, managers can be prepared to improve employee performance and their experience at work—all at the same time.


Also published on Medium.

May Chau

May is a Content Strategist contributing to the improvement of modern performance management at 7Geese. Connect with her via may@7geese.com