Employee engagement surveys often are the first step toward increasing employee engagement (http://www.xperthr.com/policiesand-documents/improve-employee-engagement-checklist/23993/). But the surveys will be ineffective without the support of senior management, which is essential for the survey results to spark needed changes. Ensure that employees' responses will remain confidential
to get honest answers, and keep the surveys simple and straightforward.
It’s time to stop taking the hourly employee for granted. Despite the fact that hourly employees are nearly 60% of the US workforce, leaders have a tendency to discount them when formulating their employee engagement strategies. The high turnover in hourly positions (49% on average according to one study), mixed with the idea hourly workers are a renewable resource that can always be replaced, leads to management styles that outright ignore the needs of this group.
Millions of words have been written about employee engagement, and over a billion dollars is spent annually in the US alone on employee engagement surveys and improvement interventions. Yet the needle has essentially not budged in over 15 years.
As a manager, a key aspect to keeping your employees engaged is applying your best practices consistently. It’s all too easy to get caught up in putting out fires and meeting targets, and letting this critical aspect of your job slip down the priority list. It’s also a lot of stuff to remember, and when you multiply that by the number of people who report directly to you, well . . .