Why surveys don't measure engagement?
Updated: Feb 19
Employees are like your customers in many ways –if they are not engaged, you might lose them to the competition. That’s the best case. In the worst case, they will stay for a while before they find something better. In this time, they may under perform and even spread discontentment to those around them. And that’s what we are trying to avoid.
That’s why we know it’s worth our while to keep our ears to the ground. How do we do that?
We run an engagement survey – once a year.
Let’s take a moment to consider a few things about engagement surveys and why they may not be doing the job we want them to do.
1. Engagement is not a constant feeling
Employees are people. People are emotional creatures who experience many feelings about their jobs across a year, 6 months or even a week. Your survey will likely just capture how the feel at the time.
2. Engagement is a not a rational response to your company
Surveys try to crack the engagement question in a rational way – with 50 questions sometimes. Engagement is an emotional commitment to the company, not a rational response.
3. Surveys are hard work for employees
Again, 50 questions!?!
4. Surveys do not capture feedback.
True and honest feedback is not best served in a series of questions designed by your company. It’s the freedom for employees to express at the time they feel it.
These are just some of the reasons why your engagement survey may not giving you a real understanding of what’s going on in the company. And it’s probably what’s stopping you from connecting the dots, to figure out what is driving your employee engagement, and ultimately business success.