EMPLOYEE ENGAGEMENT

There is no official definition of employee engagement, but at a basic level the term describes the level of enthusiasm and dedication that a worker feels towards his/her job and the organization. The concept has gained increasing importance as numerous research studies have shown a positive link between employee engagement and both performance and productivity at an organizational level. This is not surprising since engaged employees care about their work and the performance of the organization.

There is no generally accepted model to measure employee engagement, with different companies using different measures. Some companies employ a battery of questions to measure hundreds of variables. We recognize that the quality of employees’ responses declines with the length of the questionnaire and so there is a need to keep the questionnaire as short as possible. We have therefore limited our employee engagement component to the measurement of what we believe are the 7 main drivers of employee engagement. These include:

PROPENSITY TO LEAVE

If you want to reduce the turnover of your talented employees, it is crucial to know how likely each of them are to leave in the next year. In our survey, we ask employees which of the following profiles best describes their situation:

OUR EMPLOYEE SEGMENTATION MODEL

The FeedbackRocket Employee Segmentation model is a powerful way to segment your employees. We identify exactly how many of your employees are in each of the 4 segments shown below.

HIGH-LEVEL VIEW OF GOOD & BAD AREAS

Based on extensive research, we have identified the 85 main causes for employee turnover. These have been classified into 11 broad categories:
  1.  The job
  2. Career prospects
  3. Pay and benefits
  4. The management style of the boss
  5. The work environment
  6. Issues with senior management
  7. Culture and internal politics
  8. Relationships with co-workers
  9. Discrimination (by age, gender, race or religion)
  10. Sexual harassment
  11. Quality of work life   
For each of the 11 main categories we investigate in the survey, we show exactly which ones are perceived to be strength areas within the organization and which are perceived to be weak areas.

WHAT IS GOOD ABOUT THE ORGANIZATION

The FeedbackRocket Climate Survey is geared to identify the problem areas within the organization, rather than focus on the strengths. However, we also ask employees what is GOOD about working for the organization. We read every comment and identify the underlying theme for the given comment. We then group all the comments under the respective themes together in order to provide a rich picture of what is perceived to be working well within the organization.
The verbatim comments in this section can also be used effectively in your employer branding communication, in order to attract talent to the organization.

SPECIFIC SUB-PROBLEM AREAS TO FOCUS ON

ach of the 11 main areas described above can be broken down into more detailed sub-category problem areas, which enable us to gain a much deeper level of understanding of the main problems being experienced by the employees. In total, we have identified 85 of these sub-problem areas which cover 99% of the main causes for employee turnover.

By seeing which of these sub-problem areas are particularly problematic for the employees, we can identify the specific areas which need work in order to make improvements.

We also classify each sub-problem areas according to the key below. We identify all the Very Serious Problem Areas & Serious Problem Areas that you should focus on in order to have the biggest impact on talent retention. 

INSIGHTFUL COMMENTS IN CONTEXT

For each of the 11 main areas we investigate in the survey, we ask the employees two important open-ended questions:
  1. What are the specific issues or problems you are experiencing in this area?  (eg. related to Career Prospects)
  2. What specific solutions or suggestions do you have to resolve these problems or issues you are experiencing?

We read every single comment from every single respondent and identify the underlying theme for each of the comments. We then group all the comments under the respective themes together and place them in the main report in the most appropriate place in order to provide invaluable context to the specific problem hot-spot areas that have been identified.
Issues and themes raised here are impossible to capture in a traditional quantitative climate survey, and enable you to identify issues that would otherwise be buried under the surface.

This combination of qualitative feedback together with quantitative analytics provides an incredibly powerful overall picture of the problems being experienced by the employees and what needs to be done about them. 

DEMOGRAPHIC HOT-SPOTS

For all the results in the previous sections (apart from the open-ended comments, due to confidentiality), we enable to you break down the results by specific demographic splits, such as:
  • Age
  • Gender
  • Population group
  • Department
  • Length of service
  • Management Grade
  • Salary Band
  • Geographic location
  • Internal Performance Rating
  • Etc.
In fact, we can include whatever demographic variables are important to your organization.
We provide you with a Custom Insights Tool which enables you to see the results for whatever demographic data cut you like (eg. black female employees, or Millennials who have been working in the organization for less than a year, or managers in a specific department, etc.). This is an incredibly insightful and useful view.

NATIONAL BENCHMARKS

Finally, the results for your organization can be compared against the average of all other companies that have also completed the FeedbackRocket Climate Survey. This provides a very useful benchmark for comparison.