To get the most out of measuring engagement you must focus on key performance drivers, not just feel-good factors, and identify tangible actions to drive change.
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Focus your engagement surveys on specific drivers of organisational performance.
Obtain clear insight into what is most important to your organisation and your people.
Position employee engagement within your organisation’s realities and context.
Identify solutions by providing actionable insight.
Set clear priorities for interventions.
Feedback results that speak directly to business leaders and managers.
The extent to which you have a clear picture of where you are going as an organisation, how you will get there and whether your people believe it will be successful.
The extent to which your organisation has been designed to ensure alignment, accountability and adaptability – and as a result is able to deliver your strategy.
Do your processes enable you to manage your performance properly, do things consistently well time and again, and to keep getting better?
The capability of your leaders to shape your environment and deliver your winning formula.
The extent to which your people feel committed to your organisation and will go the extra mile to deliver your vision and strategy.
The extent to which people feel an emotional connection to your organisation, and feel that there is a collective desire and commitment to achieve together.
Expert interpretation by real people and feedback sessions within a few days of closing data collection. Reports built specifically for leaders and mangers, each containing practical actionable solutions.
