An engagement survey can help you measure where your business stands. Only about 16 percent of employees are “Fully Engaged,” and this number has not changed much since our study in 2015. This means 84 percent of workers are just “Coming to Work” instead of contributing all they could to their organizations.
ADP Research Institute – The global study of engagement (2019)
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How to increase employee engagement
First measure employee engagement with a survey of 12 questions. Typically this takes about 4 minutes per employee, and should be run at least twice a year.
It’s important to close the loop and ask employees for feedback. What has improved since last survey? What has worsened? That question comes after the first survey, which sets the benchmark.
MyBig5 employee engagement surveys are totally anonymous. It’s impossible to trace back a survey to a person. Only to a team.
Secondly, you have to go into a continuous loop of letting people know how well they are doing. And then celebrate success.
Or when people need to learn or develop, give them the opportunity to do so.
That’s called a performance management system. MyBig5 is a performance management 2.0, where employees drive the conversation, not the managers.
MyBig5 provides insights into your company (or team) engagement score, eNPS, and the AI engine will make suggestions on what to do to improve engagement, based on the responses to all 12 questions. We added a 13th question to close the loop between management and employees. Employees can now give feedback on how they feel about progress since the last survey.
Thanks to MyBig5, there is stronger alignment between individual goals and company objectives than ever before. The alignment score rewards those who make a conscious effort to focus on goals that will benefit both the individual’s career ambitions as well as the company objectives.
“Clients do not come first. Employees come first.
If you take care of your employees, they will take care of the clients.”Richard Branson