Posted by Charles Rogel, DecisionWise
Many organizations decide to do an employee engagement survey inspired by Pearson’s Law. Karl Pearson (1857–1936) was an influential English mathematician who is credited for coining the phrase
“That which is measured improves. That which is measured and reported improves exponentially.”
But can an employee survey alone increase employee engagement? Unfortunately, no, it can’t. An employee engagement survey isn’t magic, in that it won’t suddenly transform your company’s employees into super-engaged machines. To actually increase engagement, your company and its managers must plan and take actions to improve scores.
Four implementation levels of employee engagement surveys
From our research, we find that organizations conduct an employee engagement survey in a progressive roll-out process. It ranges from companies who only use the results to inform the executive team, to organizations that share the complete results with every employee in the organization to drive organization change. We asked over 500 HR professionals which level best describes their current employee engagement survey process and here is what we found:
We find that most organizations that are new to conducting employee surveys implement a process from Level 1 to 3. With a year of experience, organizations are normally ready to move to Level 4 with the employee survey results. As you begin your next employee engagement survey, think about the results you are trying to achieve and use the employee survey to help guide your decisions. Employee survey data provides a wealth of information to help improve organizations if it is used the right way. To add to Pearson’s Law:
“Employee engagement which is measured, reported, and acted upon improves exponentially.”