Measuring and Improving
Employee Engagement

Build an Engaged Organisation

Improve employee engagement at the organisation level

If you are responsible for employee engagement at the organisation level, then you know how challenging it can be to implement meaningful, effective programs. In particular, many HR professionals and executives find it difficult to move past the survey process. They feel like they are managing the same thing each year, without much improvement. Enhance your efforts by creating an employee engagement roadmap that defines a balanced approach to employee engagement. Your roadmap will focus on how your organisation’s programs can help improve the five key elements to employee engagement: Meaning, Autonomy, Growth, Impact, and Connection (the MAGIC Keys). For example, let us help you design an employee performance review process that promotes growth and development, while at the same time holding your employees accountable in doing their job.

Enhance your employee engagement efforts with the Decision Wise turnkey products

While we will work with you to personalise your employee engagement roadmap, we also can offer Decision Wise ready-to-go products that can help you get started quickly, and which will help you with much of the heavy lifting.

Start with the Decision Wise surveys and assessments. They are research-based and ready to give you the analytics you need. We offer both annual and pulse survey options. Tap into the power of the ENGAGEMENT MAGIC® model to give you a strong framework for understanding, discussing, designing, and measuring employee engagement. Let us help you discover and attract the talent needed to build and lead and engaged workforce.

Employee Engagement Surveys Questions

DecisionWise has been improving employee engagement levels in organisations around the world since 1996. We partner with DecisionWise employee engagement consultants and assist you in creating a custom employee engagement survey. We recommend you use the six specific DecisionWise engagement questions, which measure the levels of employee engagement, along with customised questions to identify your drivers of engagement.

Examples of these employee engagement anchor questions include:
• It is easy to become absorbed in my job.
• I would recommend Sample Company as a great place to work.
• My job is stimulating and energizing.

Employee Engagement Index

The DecisionWise Employee Engagement Index is calculated from the employee responses to the engagement anchor questions. Each employee will be categorised into one of the four groups from the Fully Engaged category to Fully Disengaged. Using the DecisionWise online reporting tool, you can segment your employees into smaller groups to better understand employee engagement levels throughout your organisation. The customised questions on the employee engagement survey are further analysed to determine positive and negative perceptions and the core drivers of employee engagement.

5 Keys of Employee Engagement

Based on extensive research undertaken by DecisionWise using millions of employee engagement survey responses, they’ve found that there are five keys that drive employee engagement. These are referred to as the five ENGAGEMENT MAGIC® keys, Meaning, Autonomy, Growth, Impact, and Connection that drive employee engagement in an organisation. DecisionWise uses one employee engagement survey question as a direct measure and three Supporting questions to measure each of the five ENGAGEMENT MAGIC® keys. This allows organisations to determine which of the five keys is driving or inhibiting employee engagement and understand how to take action to improve.

Meaning: Do employees find meaning and purpose in their jobs? Does their work make a difference for others?
Autonomy: Do employees have freedom, self-governance, and an ability to make choices about their work?
Growth: Does the job provide development and growth opportunities. Does the work challenge and stretch employees to grow and improve?
Impact: Do employees feel like they are successful in their work? Do they see that their effort makes a difference and contributes to the success of the organisation?
Connection: Do employees have a personal connection with the people they work with, their boss, and the social community of the workplace?

Employee Satisfaction Survey Questions

Remember, employees need to have their basic needs met or engagement will suffer. Many of the survey items measure concepts that impact employee satisfaction. Some of these items include:

• I have received the training I need to do my job well.
• I have the tools and resources I need to do my job well.
• My supervisor treats people with fairness and respect.
• My supervisor gives me regular feedback on how I am doing.
• We work effectively across departments and functions.
• This organisation communicates well with all employees about what is going on.

There’s some interesting correlates when looking at employee satisfaction survey questions. For example, a low score on the item “I have the tools and resources I need to do my job well,” is often identified as a negative driver of employee engagement.

Open-Ended Employee Engagement Survey Questions

Open-ended comments provide a wealth of qualitative information and provide detail on the reasons behind employee engagement survey scores. We recommend using two simple open-ended employee engagement survey questions:

• What are the greatest strengths of our organisation?
• What are the areas that need the most improvement in our organisation?

DecisionWise research shows that using more than two open-ended employee engagement survey questions significantly lengthens the time it takes to complete the survey and doesn’t yield that much more good qualitative information.

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