Category: Employee Surveys

The Net Promoter Score (NPS) is a numerical value from -100 to 100, which determines the chance of a customer recommending a product or service to other people.

Basically, if the customer had a positive experience, they have a high chance of recommending (or ‘promoting’) your product or service. Likewise, if they had a negative experience, they will most likely not recommend your product or service.

Net Promoter, Net Promoter System, Net Promoter Score, NPS and the NPS-related emoticons are registered trademarks of Bain & Company, Inc., Fred Reichheld and Satmetrix Systems, Inc.

How is a Net Promoter Score calculated?

Calculating the Net Promoter Score is very simple. First, you ask the customer a single question:

Based on the number they choose, your respondent will be classified into 3 categories:

How do you calculate the NPS?

To calculate the NPS, subtract the percentage of customers who are detractors, from the percentage of those who are promoters.

You will get a score between -100 to 100. To put this calculation into perspective, if all your respondents answered with a score of 6 or lower, your NPS would be -100. On the other hand, if all your respondents answered with a score of 9 or 10, your NPS would be 100.

Why use the NPS?

The NPS is a simple and effective way to measure customer satisfaction. It can be applied to any product, service or industry. Plus, it’s a useful tool to monitor and improve the performance of your customer service strategy.

How can the NPS benefit your business?

To get the most from calculating your NPS, your company needs to have leaders who are dedicated to monitoring customer satisfaction, and developing new strategies or approaches to improve the areas where customers interact with the business.

But who should be in charge of this responsibility?

Your senior team members should be at the forefront of instigating this company-wide effort. Without communicating to each department the standards and expectations of customer satisfaction, there can be no progress towards improving customer relations.

All departments – from marketing to sales, operations and customer service – should receive regular, real-time feedback in response to their efforts. Each department leader should remain accountable and use customer feedback to develop new solutions to overcome existing problems. However, before this information can be sent to each department –data from the customer satisfaction survey must be properly analysed.

Behind the simplicity of the NPS, companies need to dissect the data and ask questions about the results.

By observing the reasoning behind the data, companies can learn more about their customers and adapt accordingly to improve their overall experience.

How does bravoSURVEYS provide valuable information from the NPS?

bravoSURVEYS is a software tool that goes beyond answering whether or not your customers would recommend you – it explains why, and provides you with advice to improve the satisfaction of your customers.

By combining your NPS data with unstructured data and other structured metrics, you can find out what your Promoters like about you, and what your Detractors have problems with. Then, you can address the concerns of your Detractors and Passives, to deliver a more positive customer experience and raise your Net Promoter Score.

bravoSURVEYS also provides you with tailored advice, which you can use to take action and respond accordingly based on your situation.

Did you know that employees all over the world rate “respectful treatment” as the most important factor related to job satisfaction? Your Employee Engagement tactics will be successful if you score high level of Employee Satisfaction among the people who work for you. bravoSURVEYS offers Employee Satisfaction Survey, specially tailored to touch on key indicators and suggest the most applicable solutions for Employee Engagement in your company.

---

What is employee satisfaction?

In very plain terms, this is the level at which an employee is happy with their work environment, prospects for development and job specification. Essentially it determines whether the individual likes the workplace, what they do at the job and whether it has a positive impact on their personal life.

How is employee satisfaction different from employee engagement?

Although the two terms sound very similar, they are quite different in their functions. Employee Satisfaction simply determines whether a worker is happy with their job or not, while Employee Engagement outlines the overall emotional commitment an employee may have to the organisation and its mission, vision and goals.

While high levels of Employee Satisfaction can significantly increase Employee Engagement they do not define it. This means a professional may be happy with their job, but not be loyal and fully dedicated to the company if more is not done to encourage Employee Engagement. However, we must state that Employee Satisfaction is essential for employee retention and this is important because it saves time and resources to the business, which would otherwise be spent on new employee recruitment and training.

How to measure employee satisfaction?

There are different ways to measure Employee Satisfaction but one of the most reliable methods is Employee Satisfaction Survey, because it gives you all the first-hand answers you are looking for. Reading research materials, studies and trends related to the matter can also be beneficial, but they will not always be applicable to your particular set of employees.

The Employee Satisfaction Survey gives the employer a valuable insight on vital aspects such as employee relationship, policy, and benefits to the company, and overall attitude towards what the organisation is offering and has to offer in the future. To go in more detail, here are all the areas you can explore in depth with the Employee Satisfaction Survey:

• Work environment
• Coworker interaction and communication
• Teamwork
• Manager’s performance and attitude
• Understanding of mission and goals
• Employee empowerment
• Career development options
• Compensation schemes
• Healthcare benefits
• Wellness programs and company retreats

For you, as an employer, to be able to maximise the outcome of such a survey you will have to show your employees that they can trust you at all times. This will encourage them to give truthful and complete answers to the questions in the survey, which will ultimately help you find out how they feel about working for the organisation and every aspect connected to their job. You must ensure that you do not breach confidentiality and your employees don’t fear that their responses may be held against them at any point. To achieve this, present the survey in a positive manner and let all participants know that its aim is to improve the workplace and all the shared information will be solely used for the common good.

What’s special about bravoSURVEYS employee satisfaction survey?

Our survey tool is much more advanced and tailored to cater for your own business needs more than any other product you will find on the market. You can save hours of work for your HR officers in identifying and formulating questions to include in your employee survey. bravoSURVEYS tool will guide them through those processes to create the optimal questionnaire that can obtain the most relevant information for your organisation.

Our questions are designed in a way to encourage your employees to open up about their likes, dislikes and challenges in the workplace, and give responses that are honest, elaborate, clear and not a result of a misunderstanding while reading the question.

You will be completely free to customise the survey according to your company’s specific needs and culture. You could assign that to an employee in house or we can administer the changes for you when you purchase the software.

Once you’ve received the responses from the survey they will be available in a neatly presented dashboard. You can make your own assessment of the results to determine the level of your Employee Satisfaction. A lot of supportive tools such as correlation analysis, data charts and graphs are put into place for you to use to build a full picture of how your staff feels about working for the organisation.

It is crucial to be consistent in collecting responses, for example monthly and monitor if there has been an improvement over time. The bravoSURVEYS Employee Satisfaction Survey offers support for progress tracking so you are always on top of emerging or persistent issues among your employees.

When your staff is happy with their roles and responsibilities the business is thriving. Satisfied employees produce satisfied customers which in turn leads to greater profitability.

By asking them, of course. This simple concept forms the bulk of any customer satisfaction survey. It’s how businesses learn about their customers, what their likes and dislikes are and other useful information.

There are many challenges to consider when creating a survey. Many weeks can be spent preparing, even before the initial questions have been written up! This is because large enterprises invest a lot of time and money into these surveys. So it’s important they get a significant return on their investment.

This return is in the form of:

• Information that can help your company achieve their business goals.
• Ideas that are actionable and lead to improvements in your company structure, product or service.
  • Insight into how your brand can be extended into new and exciting avenues.
  • Information that’s relevant to the satisfaction of your customers. And how your business can continue to satisfy those needs.

These are just some of the many results businesses look for when deciding to conduct a customer satisfaction survey. So how do we achieve these goals?

The planning stages

In order to ask the right questions, you need to know the purpose of your survey. There may be numerous reasons why your company wants to conduct one. The key to understanding the motives behind your survey is getting information from the right people.

Some people you may wish to consult, include:

Understand your customer journey

By mapping out the individual stages your customers go through when engaging with your business – you can start to make sense of each process. This visual representation outlines the phases people go through to engage with your brand.

By going through this process and using any data you currently have, you can analyse each stage and question the efficiency of each one. If you notice a lacking response through a particular channel, you can address this in your survey to find out WHY people aren’t engaging with this approach.

Of course, if you don’t already have information about the distribution channels your customers are using, you can use this opportunity to find out in your survey.

Establish your goals in a survey framework

Now that you know what your survey is aiming to achieve, you can establish these goals in an easy-to-understand framework. While your company may have a diverse range of objectives to achieve, they should include some of the following aspects:

• Key performance indicators to measure the extent of your customer’s satisfaction
• An outline of the major distribution channels where your survey will be sent (social media, industry publication, email marketing etc).
• Sampling guidelines
• Information about what drives customer satisfaction

Create your questions

With the amount of information you have, you should have a good idea regarding the kinds of questions you wish to ask.

Some useful guidelines to consider include:

1. Start with questions that are interesting to your customers.
2. Avoid jumping straight into questions that directly satisfy your business goals. Participants may feel the survey doesn’t consider their best interests and will drop out early.
3. Leave the most difficult or longest questions until the end. People who have reached the near the end of your survey will most likely be willing to invest the extra time into it.
4. Keep questions that follow a similar topic grouped together.
5. Include your most important questions relatively early in the survey. Even if a participant leaves a survey incomplete, you’ll still access to the answers they provided.

Test your survey

After you have written your survey questions and established a suitable layout – be sure to test your before distribution. Share it with people within your company and make any necessary adjustments based on the feedback you receive.

Some of the most common issues with survey drafts include: being too long, poor question format, and overly-biased questions.

Review the results

Once your survey has been distributed and you’ve received the right number of results, it’s time to review your findings.

This process will most likely be a collaborative effort between many departments. Consult the key stakeholders of your company and share your findings with them. It may take several weeks to review everything and correlate the data with your company’s. own database.

After the reviewing process, you should have new information that satisfies the objectives set out during the preparation process.

---

Frequently asked questions

Skip logic creates a path that decides which questions or pages you’ll see based on how you’ve answered certain questions.

Each pathway is pre-determined by the survey creator. The creator establishes certain rules and formulas that dictate the pathway a respondent will take during the survey.

Why is skip logic useful for online surveys?

Skip Logic is beneficial for a number of reasons. Not only for people filling out the survey – but also the companies who create them.

First, skip logic makes it easier for respondents to complete surveys, as it removes unnecessary clutter and only shows questions that are relevant to them. By removing unnecessary questions, it reduces the chance of respondents becoming confused and dropping out or leaving behind random answers.

Secondly, by making it easier for respondents to complete surveys, companies have a better chance of receiving more completed surveys and insightful answers. What does this mean? Companies can use this valuable information to make positive changes to their product or service and increase customer satisfaction.

How does it work?

When you’re creating a survey, you can use skip logic to determine which questions or pages the respondent will see based on the answers they give. You can create multiple pathways to make the survey quicker and easier for respondents to fill out.

---

Skip logic improves the user-experience for survey respondents

Shorter surveys

Shorter surveys are a great way to increase your completion rate and improve the overall quality of answers.

For example, if you want to know how satisfied people are with driving cars or motorcycles, your respondents are more likely to complete the survey, if they only answer questions related to one or the other.

Take into consideration your respondent’s precious time, and you’ll be rewarded with higher quality answers and completion rates.

More relevant answers

Without skip logic, respondents will be faced with questions that they either don’t know how to answer or aren’t relevant to them. By hiding unnecessary or irrelevant questions, respondents will be less likely to get confused and provide a random answer or drop out of the survey entirely.

For example, if a respondent doesn’t own a car or even have a driving license and they’re asked to name the brand of their car they won’t be able to answer it.

Screen respondents

You can screen respondents to save time and money by asking right questions to the right people.

Streamlines the flow of the survey

Irrelevant questions are not only confusing to respondents, it can distract them from focusing on questions they actually want to answer.

For example, you wouldn’t discuss the beauty of the amazon rainforest with a person who has never set foot outside their own city. The person would quickly get bored and end the conversation.

For example, if you were talking to a friend about video games and you realised they didn’t play video games, you would probably change the subject to something more relevant to their interests.

Apply this same logic to your surveys and keep the flow of the survey consistent. By rewarding your respondents with questions that incite their curiosity, you’ll receive more insightful answers to help you achieve the goals of your survey.

When reaching out to people for information, it’s important you make a good first impression.

As a survey creator, you’re asking for people’s time in exchange for information that’s valuable to your business. The way you approach people will make a huge impact on the answers you receive, and the amount of people who complete your survey.

Before you start designing your survey, take the time to consider how the survey will achieve your business goals, and what you intend to do with the answers you receive. Understanding your goals will help you choose the right kind of question types to use.

Choose from hundreds of question types, formats and styles

With bravoSURVEYS, you can choose from a wide range of questions types, formatting tools and styles to ask any question you want, the way you want.

Ask the right questions to get valuable answers

Variety of question types

bravoSURVEYS helps you ask better questions. You can choose from many unique question types and modify them to match the format of your survey.

bravoSURVEYS is also optimized for mobiles, so you can collect valuable data from any device.

Flexible validation tools

bravoSURVEYS has powerful customisation tools to meet the requirements for any survey. Choose which questions are mandatory, use skip actions to screen out your respondents or conditional displays to make your survey relevant to your respondents.

The most popular survey types

---

Try it out yourself

Once you become familiar with the various survey questions and answer types, you’ll know which ones to use for the right situation.

In the meantime, try bravoSURVEYS to speed up the process of creating your survey. With access to hundreds of survey questions and answer formats, you can configure your survey to flow exactly the way you want.

An Employee Pulse survey is a short, time-saving and specifically targeted survey. It usually consists of 5-10 questions and seeks information on a particular area for improvement.

With a format like this, it is not an issue to distribute the survey weekly. Some of the questions may vary every time, while others may need to stay the same in order to measure trends over weeks or months.

Employee Pulse surveys are so easy to set up and use that your staff members will be happy to give you feedback on regular basis. What is more, you will have all the information needed to identify potential or current problems, create strategies to resolve them, measure and monitor the outcomes and even review ROI on particular areas. Employee Pulse surveys provide the most accurate insights on the health of a company. Not only the data collated is relevant, but it can also be real-time, which means you know what is happening in your organisation right at this moment.

Why is employee pulse survey important

Modern day businesses need to quicken processes as much as possible and collecting employee feedback annually is not an option. With Pulse surveys small batches of data on important subjects are easily accessible for the employer.

Of course, Employee Pulse surveys will not give sufficient information to build a full picture of the working environment and the organisational culture, but they are a vital complement to the main Employee Engagement survey. Such short questionnaires are most efficient in tracking the progress of engagement survey initiatives. They are also better suited to keep the company focus on the employee engagement strategies.

Types of pulse surveys

Progress measurement survey

In the case where an employer is trying to measure the outcomes of action plans implemented in response to identified employee engagement drivers, they would use the Progress Measurement Pulse survey. These surveys are not distributed to everybody, but just a sample group of employees representing 10-25% of the entire workforce in the company. The content of these questionnaires is also quite short, normally 5-10 repeat questions, taken from the census engagement survey, which was the initial base for creating the current action plan. This helps managers measure the progress and effectiveness of the outlined actions in the plan.

Pop-up survey

These are one-off surveys that target specific information on recently introduced initiatives or items related to the employees. Pop-up surveys are not exactly Pulse surveys as they are not repeated over time. Here are some common pop-up surveys:

• Internal Communication Survey
• Corporate Social REsponsibility Survey (CSR)
• Post-change Survey
• Local Management/ Team Survey

Recurrent employee sentiment measurement survey

These surveys allow leaders to peek into the employee’s mood and sentiments towards the organisation on regular basis. They also enable the employer to compare data from the past and present and see how employees feelings and attitude change over time. Recurrent Employee Sentiment Measurement surveys use a full or a shorter proxy of an engagement measure, such as eNPS. The time periods over, which the survey should be distributed vary from weekly to monthly and quarterly and depend on the type of information the company is trying to collate. The questions should be kept to minimum (1-5) so that employees don’t lose interest in completing it regularly.

What is an employee pulse survey

An Employee Pulse survey is a short, time-saving and specifically targeted survey. It usually consists of 5-10 questions and seeks information on a particular area for improvement.

With a format like this, it is not an issue to distribute the survey weekly. Some of the questions may vary every time, while others may need to stay the same in order to measure trends over weeks or months.

Employee Pulse surveys are so easy to set up and use that your staff members will be happy to give you feedback on regular basis. What is more, you will have all the information needed to identify potential or current problems, create strategies to resolve them, measure and monitor the outcomes and even review ROI on particular areas. Employee Pulse surveys provide the most accurate insights on the health of a company. Not only the data collated is relevant, but it can also be real-time, which means you know what is happening in your organisation right at this moment.

Why is employee pulse survey important

Modern day businesses need to quicken processes as much as possible and collecting employee feedback annually is not an option. With Pulse surveys small batches of data on important subjects are easily accessible for the employer.

Of course, Employee Pulse surveys will not give sufficient information to build a full picture of the working environment and the organisational culture, but they are a vital complement to the main Employee Engagement survey. Such short questionnaires are most efficient in tracking the progress of engagement survey initiatives. They are also better suited to keep the company focus on the employee engagement strategies.

Types of pulse surveys

Progress measurement survey

In the case where an employer is trying to measure the outcomes of action plans implemented in response to identified employee engagement drivers, they would use the Progress Measurement Pulse survey. These surveys are not distributed to everybody, but just a sample group of employees representing 10-25% of the entire workforce in the company. The content of these questionnaires is also quite short, normally 5-10 repeat questions, taken from the census engagement survey, which was the initial base for creating the current action plan. This helps managers measure the progress and effectiveness of the outlined actions in the plan.

Pop-up survey

These are one-off surveys that target specific information on recently introduced initiatives or items related to the employees. Pop-up surveys are not exactly Pulse surveys as they are not repeated over time. Here are some common pop-up surveys:

• Internal Communication Survey
• Corporate Social REsponsibility Survey (CSR)
• Post-change Survey
• Local Management/ Team Survey

Recurrent employee sentiment measurement survey

These surveys allow leaders to peek into the employee’s mood and sentiments towards the organisation on regular basis. They also enable the employer to compare data from the past and present and see how employees feelings and attitude change over time. Recurrent Employee Sentiment Measurement surveys use a full or a shorter proxy of an engagement measure, such as eNPS. The time periods over, which the survey should be distributed vary from weekly to monthly and quarterly and depend on the type of information the company is trying to collate. The questions should be kept to minimum (1-5) so that employees don’t lose interest in completing it regularly.

Specific project measurement survey

This type of Pulse surveys don’t focus on employee engagement. They aim to measure the experience of working on a specific project or workstream. These Pulse surveys also provide leaders with insights on issues related to accomplishing work on time or with less struggle and how to resolve them.

How can employee pulse surveys benefit your organisation

Keep on top of progress between organisational surveys

Employee Engagement surveys are large-scaled and they have a wide scope of information to explore. Therefore, employers can’t get enough information on key metrics that the company needs to pay further attention to only by using a broad survey. For this purpose Employee Pulse surveys are introduced as they allow leaders to dig deeper on specific areas and track the progress between each survey cycle. In addition, using short surveys with a specific focus, gives the management the opportunity to spot and act quickly on any concerns before they turn into serious issues.

Find out how effective the actions you’ve taken are

After you’ve collated all data from the annual Employee Engagement survey, as a good leader you will create an action plan to respond to the identified issues in your organisation. Pulse surveys help you find out whether the actions you have outlined and undertaken are actually effective. Because Pulse surveys are done between shorter periods of time, they give accurate and timely measurement of any progress made. Furthermore, by introducing them, you show your employees that their voice is heard and you are truly committed to make positive changes in the company for the benefit of everyone working there.

Have current and relevant data on employee engagement and satisfaction

The biggest advantage of using Pulse surveys is that the frequent and quick data collection allows you to build a real-time picture of the work environment you are creating. You will know exactly how satisfied and engaged your employees are at any stage of change implementation or general Employee Engagement monitoring.

Understand how your employees feel by listening to them continuously

Continuous listening has proven to be a successful practice for many businesses worldwide who want to reach higher level of Employee Engagement. A very good practical example is the “Suggestion Box” Pulse survey in which members of staff can give their ideas, recommendations and general feedback on different areas of the life at work.

Pulse surveys cannot replace annual Employee Engagement surveys entirely, but they can give valuable insights on the quality of daily operations and general staff sentiments on specific topics.

Identify the reasons behind an action failure or success

The reasons why certain initiatives implemented by your organisation have failed or succeeded can be many and diverse. Pulse surveys are the little helpers that assist you in finding out what exactly has gone right or wrong. The best thing about these surveys is that they allow you to spot potential flaws during the process of changes in the organisation. This way any underperforming initiatives can be reviewed and improved and those that are particularly good, enhanced and pushed further.

Pulse surveys can tell you if your employees understand the need for change and whether they are committed to that change.

Increase the level of your employee engagement

Regular request of opinion promotes Employee Engagement, which in turn leads to better business performance.

A number of studies have shown that high levels of Employee Engagement bring various benefits, such as the following:

• Increased productivity and less holiday requests
• Positive impact on customer satisfaction
• Better performance and genuine interest in the job, usually leading to innovation
• Higher employee retention
• Boost in revenue and profits and establishment of a positive company image

Relate with your employees effectively

Bridge the gap between management and workers by using Pulse surveys regularly. Employees are more loyal and engaged when they know they have the opportunity and right to speak up.

Be more time-efficient

Pulse surveys can also reduce your costs by saving both you and your employees time. They are short and simple, which means it will take only a couple of minutes for your members of staff to complete them. All the information collected from the responses is easily digestible, so it won’t take you long to draw conclusions from the survey either.

Get more responses

It’s quick and effortless, who wouldn’t have a minute or two to spend on a Pulse survey? Many companies have found that introducing these surveys increased the employee response rates by far.

Learn what motivates your employees

It is important to know what are the main motivational triggers for your staff. This way you can encourage them to do better by acting on the things that inspire and motivate them. Pulse surveys are the right tool to help with that.

Promote open communication

When an employee feels confident in voicing their opinion or making suggestions they are encouraged to communicate openly and sincerely with the management. In this sense, Pulse surveys strengthen the good relationship between leaders and workers.

Let your employees know that you value their opinion

Distributing frequent Pulse surveys shows your employees that you are interested in what they have to say and their feedback is highly appreciated. Research studies suggest that most workers like and value employers who ask for their opinion and this makes them more satisfied in their job.

What to consider when selecting a survey software

Gone are the days of pen and paper surveys and this is definitely a good thing, not only because it saves the environment, but also because it makes the process of data collection much quicker and easier by using the Internet. Surveys that are powered by a cloud software benefit from frequent improvements and feature updates.

bravoSURVEYS – the solution you need

bravoSURVEYS Employee Pulse Survey is a powerful tool, assisting in the process of increasing Employee Engagement. It helps employers monitor current staff sentiments with minimal cost and efforts. It is important to learn how to use bravoSURVEYS Employee Pulse Survey effectively and maintain a digestible flow of information in your organisation.

Want to know more? Click here to explore further our Employee Engagement software or schedule a demo to have a first-hand experience with the tool and get a free engagement strategy consultation from one of our experts.

All organizations are driven by the performance of their employees. When your employees are feeling motivated to work and produce consistently good results, your company benefits from increased productivity, company morale, and most importantly – increased profit.

But what keeps staff motivated in the workforce? And how do you measure it?

In the past, HR professionals would rely on Employee Satisfaction Surveys to determine how content employees were with certain aspects of their job. This included their satisfaction in the work environment, how the company was organized, tasks they were given, salaries, benefits and bonuses.

This information would tell HR professionals what changes needed to be made in the company to increase the overall happiness, level of contentment and satisfaction among employees.

However, there was a problem with Employee Satisfaction Surveys.

By only measuring the level of contentment towards their job position and workplace culture, there was no way to compare the satisfaction of an employee to the level of output from their job performance.

The correlation between employee satisfaction and job performance didn’t exist.

However, over the past decade, HR professionals have turned their attention towards a more progressive view of measuring employee satisfaction and performance – employee engagement.

Distinguishing between employee engagement and employee satisfaction

With Employee Satisfaction Surveys… the correlation between employee satisfaction and job performance didn’t exist.

In recent years, the distinction between employee satisfaction and engagement has been studied in greater detail.

While an Employee Satisfaction Survey focuses on one’s ‘feelings’ towards their job and workplace conditions, an Employee Engagement Survey focuses on their emotional commitment to the company.

Many studies conducted have proven that Employee Engagement Surveys to be successful in producing measurable data, which offers insight into the correlation between employee satisfaction and job performance.

Why you should prioritize employee engagement

With so much research put into correlating the link between job satisfaction and performance, findings have revealed that highly engaged employees are more likely to perform beyond the expectations of their job description.

So, while a satisfied employee will show up to work and perform their basic duties, a highly engaged employee will excel at performing tasks inside and outside of their role.

This extra initiative is a key ingredient in driving innovation and growth within an organization – and it’s the kind of results that led to a dynamic shift away from employee satisfaction… to the more lucrative study of employee engagement.

Some of the benefits of focusing on employee engagement include:

• Drive company innovation
• Improve employee performance
• Deliver bigger returns on HR investments
• Nurture top-performing employees
• Reduce employee turnover and poor performance

Driving business results

By taking on-board constructive advice and making positive changes to the organization, a well-constructed Employee Engagement Survey can help build trust between employees, HR professionals and employers.

While a satisfied employee will show up to work and perform their basic duties, a highly engaged employee will excel at performing tasks inside and outside of their role.

This process leads to actionable results that can encourage growth, innovation and stability within the company. Not only that, but you also increase the chance of retaining top-performing employees, by developing career opportunities for them to pursue.

What do all these benefits lead towards? More opportunities for the business to increase their profits.

In fact, the benefits of employee engagement are so dramatic, according to a survey released by the 2011 Corporate Leadership Council study, “… performance against revenue expectations is 23% greater for companies with high engagement capital compared to those with low engagement capital.”

With these kinds of statistics, it’s clear that addressing shortcomings in employee engagement can greatly boost performance for businesses over a long period of time.

What are the risks of employee engagement surveys?

Just like any corporate survey, there are good and bad ways that organizations can approach the idea of distributing an Employee Engagement Survey.

For any survey to be successful, the business must have objectives they want to achieve and be willing to respond accordingly to feedback they receive. Inaction on the company’s behalf can lead to mistrust among employees, or a feeling that they’re voices aren’t being heard.

According to a survey released by the 2011 Corporate Leadership Council study, “… performance against revenue expectations is 23% greater for companies with high engagement capital compared to those with low engagement capital.

Also, if your survey isn’t tailored to address the specific needs of the company, you won’t have the data you need to make constructive changes that encourage positive growth for the business.

Creating your own employee engagement survey

With the advent of online survey tool creators, there are many powerful tools to create and distribute an Employee Engagement Survey for your own business.

Our surveyTool is an intuitive online survey creator, which allows you to setup your own Employee Engagement Survey quickly and easily.

Whether you want to learn about your employee’s engagement towards their professional development, their desire to meet certain business goals, or the level of involvement in their current position – you can create a custom survey that gets the answers you’re looking for.

Summary

By making a clear distinction between employee engagement and job satisfaction, you’ll be able to identify key issues within your organization that could be affecting your ability to increase job performance, innovation and morale among the workforce.

This dynamic approach incorporates engagement and satisfaction into the mix, which encourages real progress towards positive working relationships and the desire to continually improve practices in the workforce.

Employers are results driven and employees are response led. A business owner focuses on what goals have been achieved, while a working professional concentrates on how to achieve the goals. A conflict situation often arises from this and it is where Employee Effectiveness really matters. With bravoSURVEYS Employee Effectiveness Survey the mind gap between the management and the workforce is closed. This powerful tool measures Employee Engagement and lays down the path to increasing Employee Effectiveness by supporting, guiding and encouraging the staff to understand the company’s goals and put their heart into achieving them.

A real life situation

In a call centre department of a B2B insurance company there are 6 members of staff and a line manager. Since the team was established a year and a half ago, 4 out of 6 employees left the department and 3 newly-hired workers resigned within 9 months of joining the team.

The HR department in the company spent an average of 30% of their working hours per week hiring new employees, processing exiting members files, reporting and recording HR documents, updating other departments with the changes in the call centre and arranging training programmes for current workers and newcomers.

The knowledge in the department was not properly transferred between leaving and joining members and failed to be strengthened well to meet the amendments of the insurance products and internal working software. Meanwhile, the new employees couldn’t remember the clients’ portfolios.

The feedback from clients was unflattering – slow service, lengthy processes and frequent breaches of the Service Level Agreement (SLA).

Even though the team members worked overtime, they felt uncomfortable after every executive meeting for team performance evaluation. At the same time the new members felt frustrated. Overall, the team lacked effectiveness, regardless of how hard each employee tried to perform well, work and contribute.

Eventually, the company management realised that the high turnover of staff caused the ineffectiveness and low productivity. How could the managers prevent people from resigning? What was the cause for the frequent employee resignations? What could be done to help the team become more effective and engaged?

How does employee effectiveness relate to employee engagement?

The best boost for Employee Effectiveness is giving the workers the freedom and support to perform and excel in a role that matches their skill set, preferences and even personality.

There are two sets of drivers that lead to Employee Engagement and Employee Enablement, which in turn become the base of Employee Effectiveness.

Employee Engagement can easily be described by the presence of commitment and effort put by the staff. This is achieved when an organisation provides opportunities for development, clear direction, quality work, leaders who envoke confidence in employees and last, but certainly not least, good pay and benefits.

Employee Enablement, on the other hand, is evident when an organisation has optimised roles and provides supportive environment. This depends on certain aspects made available to the staff, such as training, collaboration, reliable resources, comprehensible structure of work and processes, good performance management and empowerment.

When all these are present, Employee Effectiveness is guaranteed and as a result of that you can expect better business performance, innovation in the company, increased market value, enhanced productivity, improved services and higher customer satisfaction, and of course, attraction and retention of talent.

The dream workplace – a brilliant recipe for employee effectiveness

What does it mean to be effective in a workplace? In simple terms, provide high quality work, complicent with official requirements and guidelines at a minimised cost. It also indicates how well employees are coping with identified and targeted issues and how many of the organisation’s goals and objectives have been achieved.

An employee is highly effective when they complete a task to the maximum desired outcome using the best route for achievement of the preset aims. Labour is a key measure for the level of Employee Effectiveness.

Are you trying to improve your Employee Effectiveness? There’s a range of activities, which will help you in your quest of creating better working environment – employee recognition and appreciation, training opportunities, smooth communication on all levels, pay and benefits, improved corporate culture, tech renovation and approachable leadership.

Can you measure employee effectiveness? Yes, with bravoSURVEYS!

The Employee Effectiveness survey is extremely user-friendly, allowing your organisation to measure proven key drivers of the employee performance.

Looking for insights on factors leading to staff slacking at their desks? There’s nothing more powerful than the online bravoSURVEYS survey for getting all the answers you need. The survey will give you clear pathways of removing existing performance barriers and methods of stimulating your employees to do their best. Personalised reports will be available to you along with recommendations, applicable specifically to your business, on how to maximise your Employee Effectiveness.

Some of the great benefits your organisation can enjoy with bravoSURVEYS are:

• Identification of performance barriers – Find out what stops your employees from putting enough efforts in their job. Whether it is related to Employee Engagement or Employee Enablement, our survey will be able to tell you.
• Quick results – No need to wait a long time for all the data to be sorted and analysed. bravoSURVEYS uses a quick and well respected methodology to bring out results in a whim.
• Customised dashboard – Find exactly what you are looking for easily in seconds. Choose the priorities to focus on by putting selected reports on your dashboard. You can also group your employees in 4 categories – most effective, frustrated, detached and least effective.

• Constructive Feedback – You can give or receive feedback that will help put your organisation and the employee performance in a better shape. bravoSURVEYS has made sure that biased opinions are eliminated.
• A whole lot more – bravoSURVEYS is a complex multi-faceted tool, enabling you to improve the communication between you as an employer and the people who work for you. Plenty of useful tips and ideas how to make things better in your organisation are available on our software.

Effective managers, effective employees. Make a bold step beyond a regular working place and turn your organisation into a magnet for talent with the bravoSURVEYS Employee Engagement and the Employee Effectiveness survey. Now is the time to think about the future.