Last week, I attended a seminar hosted by the Impellam Group (the UK’s 2nd biggest recruitment and managed services provider as their own blurb informs us) on employee engagement.
One of the many interesting things that the speaker Russell Beck (the Group’s Head of Consulting) challenged, was the theory that many companies believe that the annual employee engagement survey is the be-all and end-all of what they need to do to fulfil their commitment of engagement towards their workforce.
Russell makes a good point here. In an ideal world, what needs to happen is that employees are asked their opinions on an ongoing basis (pulse surveys is an option fitting the bill here) – it’s not a case of everybody all the time, but if an annual survey picks up on a group, department, a team or a region where employee engagement is not as strong as hoped, then the business has to look beyond the ‘tick-box’ aspect of the annual survey, and be committed to delving a little deeper to find out are the issues and concerns of particular groups.
Of course, there are lots of factors for companies to consider in this instance (budget, or the lack of one, I hear you shout!), but for an employee, there can be nothing worse than being given an opportunity, which is then followed by little or no action – which is the case with just under HALF of those undertaking employment studies.
And we all know what is likely to happen if the workforce feels disillusioned…
Russell also made the point that it is “emotion that makes people act” – we spend a great deal of our waking hours at our work places, so it is imperative that there’s a process to make employees feel that their work places are looking after them. And that companies should be pleased to know, that doesn’t always involve throwing lots of money at it, for perks, benefits etc!
But there’s a way to find out…ask the right questions and listen to your employees!