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Employee engagement is more than a survey. It's your organization's holistic approach to understanding, validating, and improving upon the employee experience. Sometimes we think we know what concerns and motivates our workforce. But what we think doesn't always align with reality.
An intentional employee listening strategy helps you uncover the meaning behind your employee voice. It helps you confirm or dispel what you thought you knew—and leverage actionable data to drive improvements.
The need for effective employee listening is greater than ever. It's imperative in helping you navigate the challenges, changes, and uncertainty that have become a constant in today's business environment.
Gathering employee feedback can help you discover truth, avoid speculation, uncover gaps, and eliminate poor investments. It provides the data you need to make informed, targeted decisions about your workforce and your business.
Learn more about building a framework to help drive your feedback strategy forward with our eBook: The Employee Listening Flywheel.
A fine-tuned employee listening strategy will help you drive your business forward, becoming faster and stronger with each rotation of the wheel. As you continue to invest time and energy into your approach, you'll build mounting momentum. A continuous cycle of feedback, insight, and action will take you farther than you thought you could go.
Ask > Aha > Act > Repeat!
The first step in the flywheel is capturing ongoing feedback from your employees. Don't limit feedback to your annual engagement survey. Too much happens within a year—you want to keep a constant pulse on engagement as your business and people change. A comprehensive listening strategy pairs an annual engagement survey with pulse surveys, lifecycle surveys, and regular 1-on-1 conversations.
Analyze your feedback data to determine priority "aha!" areas of improvement. Don't limit your analysis to organization-wide results. Be sure to zoom in on specific groups and business segments to get a more detailed picture of engagement within pockets of your organization. You'll be able to take a more targeted approach—and see better results!
Take what you learn from your employee feedback to drive meaningful change. Never ask for feedback that you're not willing or able to act upon. If you ask for feedback, and then do nothing, employees will lose trust in you and in the process. Make sure to connect any action you take back to key focus areas—and measure your progress along the way.
And the cycle continues! Your job isn't done after action planning. Keep the conversation going all year long by revisiting focus areas, measuring the success of actions taken, and keeping a pulse on progress around engagement. Then, ask for more feedback.
Employee engagement cannot and should not be owned solely by HR. But who is responsible for what when it comes to employee engagement? Let's break it down.
Organizational leaders are employee engagement advocates. They are the most powerful influencers of your organization's culture. If leaders prioritize employee engagement, the rest of the organization will follow. Senior leaders should:
HR plays an important role in aligning leaders, managers, and employees around employee engagement. They put strategy into action, owning the "how" of employee engagement. HR should:
Managers are on the front lines with employees and play a key role in employee engagement. Managers should help champion the initiatives of the organization at large, while also serving as a sounding board for employee feedback in key focus areas. They should take ownership of the team's engagement results and guide them toward a better future. Managers should:
It's impossible to know if your employee engagement strategy is working without honest feedback from your employees. Employees should work to understand why initiatives are put in place and how they'll impact the employee experience. They should carefully consider (and share) what would improve their experience. Employees should:
Organizational leaders are employee engagement advocates. They are the most powerful influencers of your organization's culture. If leaders prioritize employee engagement, the rest of the organization will follow. Senior leaders should:
HR plays an important role in aligning leaders, managers, and employees around employee engagement. They put strategy into action, owning the "how" of employee engagement. HR should:
Managers are on the front lines with employees and play a key role in employee engagement. Managers should help champion the initiatives of the organization at large, while also serving as a sounding board for employee feedback in key focus areas. They should take ownership of the team's engagement results and guide them toward a better future. Managers should:
It's impossible to know if your employee engagement strategy is working without honest feedback from your employees. Employees should work to understand why initiatives are put in place and how they'll impact the employee experience. They should carefully consider (and share) what would improve their experience. Employees should:
"Engagement at Seacoast Bank started as an HR-led activity. We've put a lot of work in place to have it slowly progress over the years to not just a manager or a leader priority, but a priority that every associate feels ownership of across the entire bank."
Olivia Kirchman
AVP, HR Business Partner
Seacoast Bank
You invest too many resources in your employee surveys to risk asking questions that don't resonate or drive action. The right questions will help you get to the bottom of engagement in your organization. They'll empower you to capture actionable insights that help you get everyone on board with change.
No more guessing what's actually driving engagement. Our scientifically validated e9 employee engagement model helps you build effective surveys, understand engagement drivers, and prioritize action.
No need to reinvent the wheel. Our best practice—yet flexible—survey templates help you create and launch a survey in just a few clicks.
You're not in this alone. Our dedicated team of experts is here to help you design, launch, and analyze your employee surveys. We make implementation and ongoing support a breeze for your HR team.
An employee engagement model is essential in helping you truly understand, validate, and improve employee engagement.
Not sure which employee engagement survey questions will actually help you measure engagement? Here are 21 expert-recommended questions to use in your next survey.
Learn how to level up your listening strategy with a framework for continuous listening and uncover the next steps for improving the employee experience.
Our employee engagement software helps you make sense of what is happening deep inside your organization so you can understand, take action, and grow.
Your employee engagement data is only as good as the quality of your feedback. It's important that you make it easy for all employees to participate (and feel comfortable) in sharing their honest feedback.
Every voice matters. Our on-the-go survey tech makes it easy to invite your employees to share feedback, no matter where they are.
Work smarter not harder. We make it easy to communicate about your surveys with automated nudges. You'll also have access to helpful communication tips and templates from our resource library.
It's important for all teams to share their feedback to give you better data. Our response rate reports make it easy to monitor participation and target your communication to specific leaders and teams.
In this eBook, learn how to capture the voice of every employee in your engagement survey, so you can drive meaningful change at your organization.
Employees not taking your survey? Learn how to boost employee survey response rate and increase employee survey participation with these tips.
Gone are the days of simply measuring engagement. You need to understand what is driving engagement, make sure all voices are heard, and use insights to help improve it.
You need the ability to easily identify employee engagement strengths and opportunities based on your survey data. This requires reports made for your leaders and managers. They are not data scientists!
When it's easy for everyone to see the data and draw out insights, you'll be able to have more productive conversations that lead to faster action and improvement.
Understand the big picture at-a-glance. Our survey reports and analytics make it easy to see overall results, recommended focus areas, turnover trends, and employee flight risk.
Get to the root of what’s driving (or hurting) engagement with different groups and areas of the business. We make it easy to slice, dice, compare, and benchmark your data to see where you can make the biggest impact.
No one has endless hours to analyze survey comments, but they add invaluable context to your quantitative results. We make it easy to understand sentiment, key themes, and trends across employee survey comments.
Discover how to uncover meaning with your employee survey analytics in this step-by-step guide for HR and business leaders.
To improve employee engagement you need to know how to measure it. Follow these guidelines and learn how to measure employee engagement, the right way.
Everyone in the organization plays a role in employee engagement. You need tools that make it easy for leaders, HR, managers, and employees to move from insight to action.
Your managers are not HR analysts. Our reporting features make it easy to share engagement results with managers and teams so they can help develop targeted engagement solutions.
Engagement is not an annual event. You need tools to help keep the conversation going all year long. Our engagement-focused 1-on-1s empower managers to keep engagement top of mind with their teams.
No action means no progress. Our action planning tools make it easy for leaders and teams to commit to focused action and next steps that will move the needle on engagement.
You need to put your engagement data into the hands of the people who can most directly act on it—your managers and your teams!
An employee engagement action plan helps you identify key engagement drivers, commit to meaningful change, and keep everyone accountable for results.
At the close of your survey, employees will want to understand the results. Here's how to communicate employee engagement survey results effectively.
“Our culture has benefited immensely from mobilizing our teams around engagement. Our entire organization rallies around understanding the story behind the data—and that enables them to focus on action and commitments that will continue to make our organization a great place to work."
Angel Birch
SVP, Director Learning & Leadership Development
at Seacoast Bank
Mobilizing your leaders and teams around employee success is so important. Take a deep dive in to each component of employee success! Keep reading to learn how you can make it easy for your teams to help carry the load and build a thriving culture.
Employee success is not only HR’s job. Learn more about what employee success is and the roles everyone plays.
Creating an engaging experience means helping everyone in your organization understand, validate, and improve on what matters most.
Inspiring employee impact requires empowering managers with the right tools to align, develop, and coach their teams.
Building a magnetic culture means getting everyone involved in creating the kind of workplace that attracts and retains top talent.
