Human Resources Employee Engagement Survey

Name

Institution Affiliation

Human Resource Employee Engagement Survey 34553837

Introduction

Workplace culture is an important factor in all workplaces, as it proves to have benefits for the employee and the organization as well. It is known that culture is the personality and character of any organization. The significance of having a workplace culture plays a powerful role in determining employee relationships, work satisfaction, and progression. It helps determine how satisfying or toxic the organization working environment is. Melling and Booth (2008) state that workplace culture has a direct impact on how the employee fits into the organization and the ability of the organization to retain and attract employees. The workplace culture can cause influence in that it helps shape the environment in which they work in. Many organization managers always prefer to have a better workplace culture; this is due to the fact that having a positive culture in the workplace attracts talent, encourages commitment among the workers, causes impacts on happiness and satisfaction, and helps have effects on performance (Volti, 2008). The personality of the business influences everything in the organization. Culture has a significant impact on workplace practices, leadership, policies, management, people, and more essential effects. Any organization considering having a regular survey on their workplace culture could be of great importance.

Creating a great workplace culture, consequently, creates a way in which all employees are uniquely engaged. Culture and engagement are imperative for every organization’s management. Conducting regular employee engagement surveys purposely to figure out the willingness and involvement of employees in performing their work and how they contribute to the success of the organization is of great impact. While culture and engagement play an important part in the performance of the business, most organizations poorly measure their performance or shortfalls. The main purpose of an employee engagement survey is to develop deeper insights into what drives engagement in any organization and also getting to know what could possibly be hindering it. Companies have more success in engaging and improving business performance by treating employees as parties involved in their own future and the future of the company (Macey & Fink, 2020). This involves focusing on concrete activities in the field of performance management, such as the clarification of working expectations, the provision of information for people, the development, and positive partnerships.

Why engagement survey is important

There are many advantages to getting feedback from employees. However, when it is done, it is necessary for guiding businesses towards achieving their goals. Many businesses have deployed an employee engagement survey to determine how employees feel about their organization’s leadership, training, general work environment, and co-workers. A periodic employee survey is often used to measure employee satisfaction (or engagement) of organizations. In this survey, employees are asked to rate their satisfaction with the organization with a number of aspects. The individual scores are measured and analyzed by the Human Resources Department. Highly productive organizations consider conducting employee engagement survey from to time; this is for the purposes of designing or redesigning the policies that are already in place and also help implement crucial changes in order to increase employee’s efficiency, effectiveness, participation and productivity (Borg et al., 2008).  Not only this, but it also helps them retain the best talent within the organization. Moreover, in focusing on the problem, companies are finding efficient solutions that significantly increase the number of employees involved, leading to a considerable increase in productivity and the profitability of their organizations.

The purpose of using an employee engagement survey is primarily designed to analyze the employee’s satisfaction levels in their working environment. The survey provides a ranking system for employees to specify how strongly they agree or disagree with the answer they give during the survey. It is used, in particular, when an organization reviews the opinions of employees. An employee engagement survey is an essential tool that measures and maintains a positive culture within the organization. Using an employee engagement survey sets a comprehensive two-way communication process that helps in overcoming obstacles. A study of employee engagement and participation definitely helps to bring a strong working culture and uplift to the next level. Surveys definitely work provided that companies assess employee feedback, understand their requirements, work on the design of new policies and practices and commit to implementing them otherwise;, there is no meaning to such surveys (Bowles & Cary L Cooper, 2009). A carefully formulated and performed employee survey can disclose a great deal of information concerning employees’ opinions that management can use to strengthen the workplace.

Areas of strengths and opportunity for improvements

As per the reported survey that was recently conducted by my organization, it shows that there are several areas that have greatly failed in the bid to ensuring that the organization is providing the required support for the purpose of creating strong workplace culture. These failures serve as opportunities that need to be implemented to create more strength in the productivity sector. According to the survey report, teamwork, senior leadership trust, and engagement index are the main areas that need to be worked on. Any cause that may lead to a lack of any of these essential needs will result in great failure in the operation rates of the organization. For instance, first, good teamwork helps to create, build, and maintain moral principles in the workplace that enhance the productivity and the profits of workers. For organizations with excellent teamwork, problem-solving is easier – because people with different skills and knowledge will work together to develop a creative solution. Teamwork serves as an organization opportunity in that it needs to formulate ways in which it will encourage a collaborative work environment on teams. Also, the organization will need to come up with ways in which teamwork will become an appreciated part of the culture in the workplace, beginning with the executive suite and leading to daily interactions.

Secondly, of all the successful team building characteristics, trust is the most important. In the survey, it reveals that leadership of the organization to have a low trust among the employee of the organization. It serves as an opportunity in that the survey shows that it needs to be improved for the proper atmosphere and working conditions in the organization. It is easy to conclude that trust increases profits and helps to attract and maintain talent. Lack of trust decreases productivity and increases employee turnover. Cultures of low trust suppress innovation and perpetuate fear. Low or lack of employee trust with their management team could hinder several signs of progress that would boost the progress of the business-wise of the organization. The organization needs to lay strategies that will facilitate and boost the trust among its workers and also the management.

Finally, any great workplace realizes there is a great importance of promoting and encouraging teamwork and cross-collaboration. The engagement index also provides the opportunity for improvement, as the survey reveals to have low turnout among the employee from the recording.  Employee engagement is top propriety for today’s business leaders. The engagement of employees is the direct result of a strong corporate culture. This is because cultures with high performance clearly define healthy and supportive behaviors and norms. With the proper engagement in place, employees are able to understand their culture clearly. The employee feels linked and connected with the organization’s goals and objectives. Through the engagement, employees also feel to be in the business operations. They feel that they are supported, and so they feel committed to working personality. Cases of low employee engagement are likely to reveal or show a sign that something may be missing. As significantly, the number of engaged employees in an organization can determine how vibrant and successful the organization is, as it also increases the chances of welcoming more innovation and creativity among its employees.

Plans to strengthen the opportunity for improvements

In order to ensure that every employee is fully satisfied with the operation strategy of the organization, there are several plans that need to be implemented to make sure that everything is running well. These are the steps taken that would ensure the initially outlined opportunities are strengthened. Among these opportunities are the areas with low rates revealed from an employee engagement survey that was conducted. They include the teamwork, senior leadership trust, and engagement index.

To strengthen teamwork among the employees, there are several strategies that need to be aligned in order to improve it as it is known that good teamwork helps to build morale in the workplace, which significantly results in workers being more productive and cause the company to witness corresponding improvements in profits. Among the plans that the organization management can incorporate are; leading by example, advocating and insisting on communication every day and every way, establishing a framework for decision making, rewarding successful teamwork, setting clear goals, getting to familiarize with each member and play to their strengths, building up trust and respect encouraging social activities and understanding the natural life cycle of a group. By strategizing the plans mentioned above, the organization can easily get to witness significant improvements in their relationship with the organization as a whole.

To increase the rates of trust among the employee and the leadership of the organization, there will also be some plans aligned to support the exercise of strengthening the organization. As trust is regarded as the foundation for creating a positive work culture, building strong teams, and producing positive results. In order to achieve these, what the managerial team needs to do is to show the employee they do care, avail trust-building activities, involving the employee in making decisions, and also show they trust employees in their work.

Another area that needs to be strengthened is the engagement among the employee and also the relation between the employee and the organization management. Although it is considered the way in which a company can improve or boost its employee engagement is challenging. Alternatively, there plans through which the organization can deploy to reach the maximum positivity and results. Among the steps that can be incorporated are; providing coaching and training, giving individual attention, supplying the right tools, paying attention and listening to employees, encouraging flexibility, always being authentic, and holding regular social gatherings.

Conclusion

Sometimes human resource professionals struggle to get the most from their best workforce. It also becomes difficult to recognize the failing areas of work as per the employee engagement. Conducting employee engagement survey has significant help as it helps bring out the failing area of the workplace and that which need to be improved. It help reveals sectors that employees feel to be less associated with and also boost the states of working so as to improve the productivity and profits of the organization. In the case of the above-discussed organization, it would be better to consider the failing areas as outlined by the survey. Also, for the matter of organization management relating to the employees and enhancing productivity, it would be of great effect for the management to consider outlined plans that would utilize and strengthen the opportunities.

Bibliography

Borg, I., Mastrangelo, P., & Mastrangelo, P. M. (2008). Employee Surveys in Management: Theories, Tools, and Practical Applications. London: Hogrefe Publishing, GmbH.

Bowles, D., & Cary L Cooper, S. (2009). Employee morale: Driving performance in challenging times. Basingstoke: Palgrave Macmillan.

Macey, W. H., & Fink, A. A. (2020). Employee surveys and sensing: challenges and opportunities. New York, NY: Oxford University Press.

Melling, J., & Booth, A. (2008). Managing the modern workplace: productivity, politics, and workplace culture in postwar Britain. Aldershot, England; Burlington, VT: Ashgate.

Volti, R. (2008). An introduction to the sociology of work and occupations. Los Angeles: Pine Forge Press.