Whitepaper: A leader’s guide to engagement survey results
Your CEO has asked you to conduct an organization-wide employee engagement survey. You have compared vendors and chosen a reputable firm. The survey results indicate worktime flexibility has a strong, positive correlation with employee engagement in your organization. Your leadership decides to invest major effort and funds into an overhaul of policy and technology to enable more work flexibility. A year after the overhaul, analyses show increased flexibility has not improved employee engagement. What happened?
A diﬀerent factor was more important than ﬂexibility.
Strategy can fall flat or even backfire when survey results are misinterpreted or incomplete. To avoid costly mis- takes and get the most value out of employee engagement surveys, it's crucial to understand how your provider handles several issues:
The limitations of simple correlations and how the provider finds the rest of the story
Which conceptualization of “engagement” is measured and the implications of it
Whether the survey focuses on conditions, sentiments or both
The basis for results interpretations or action recommendations