Most organisations are drowning in data – but meaningful insights upon which to make objective decisions are sadly in short supply and without these insights change interventions are often misguided, over engineered, fail to become embedded and consequently do not have the desired impact on performance. 

Our employee engagement survey methodology enables organisations to analyse data in a way that ‘gets to the heart of the matter’ and reveals the ‘vital few’ factors that could potentially have the biggest impact on improving employee engagement and performance and hence ensures that change management interventions are appropriately designed and targeted. In particular our approach is designed to help answer ten key questions:

1. Why does employee engagement matter and what are the organisational risks if we ignore it?
2. How can I develop a stimulating employee engagement strategy? How can I use research into the psychology of employee engagement to help me to do that?
3. How healthy is my organisation? What proportion of employees are engaged and hence giving of their best?  What proportion are ‘marking time / disaffected and hence delivering little / no value?
4. How does the state of health differ between departments / different employee groups and why? Where are my greatest vulnerabilities?
5. What levels of pride, loyalty, advocacy, emotional identification and discretionary effort exist within my organisation and what are the implications for the psychological contract and our employment brand?
6. How do employees view the psychological contract / employment deal – which aspects are working and which are failing to deliver?
7. How do these views vary across the organisation / between different employee groups  and  what are the implications for the way we manage diversity?
8. What are the priority areas for attention / what changes will have the biggest impact on improved performance?
9. How can we best embed and sustain the desired changes and ensure that we take everyone with us?
10. How can we continually monitor employee engagement levels and obtain early warning of potential problems?

Contact us to find out more about how we could stimulate higher levels of employee engagement and commitment within your workforce.

“Everything that can be counted does not necessarily count; everything that counts cannot
necessarily be counted." (Albert Einstein)