What's your strategy for staying up-to-date on Employee Engagement survey trends?

Many experts have their unique lens on employee engagement. They are all valuable ways to move the needle on an elevated employee experience. Find the focus that fits you: recognition, DEI, gratitude, happiness, fun, play, innovation, and more. There are many experts with cool articles on LinkedIn, newsletters, YouTube VLOGs, and more. Pick one and learn all you can from someone who lives and breathes an angle that you wish to nurture in your culture and team.

Personally, I’ve found newsletters and blogs quite useful when it comes to staying in the loop with all things related to the workplace. For employee engagement survey trends, I rely on the following sources: Gallup’s newsletter for data and insights. Harvard Business Review for a bit more depth and diverse viewpoints LinkedIn Talent blogs for practical tips, use cases, and industry insights. It’s a fairly simple approach but it keeps me updated with almost everything going on in the business world.

I generally try to stay up to date by following sectoral publications and the Linkedin platform. From time to time, I listen to my friends with whom I do the same job and consult with them.

Consume content! Although find out what works for you. There's a lot out there. A lot that might work for one company but not you. Try to read more as much of what you DISAGREE with than what you agree with - it ensures you stay out of an echo chamber and broaden your horizons.

Subscribing to pertinent newsletters and blogs is just as simple as finding oneself swamped by them. In Germany, there's a significant focus on advocacy groups like DGFP and BDP, as well as industry events such as Zukunft Personal Europe, as sources of information. Nevertheless, it's not necessary to chase every trend.

We need to benefit from all the blessings of networking. This is a very important point when both developing our business and marketing it in the consultancy part of our business. At the same time, it is always possible to come up with new business opportunities through the network we have established.

Networking is great. As well as Linkedin groups, I've found Slack communities brilliant and engaging to support. Hired has over 10,000 recruitment professionals, and RFH by Lattice over 20,000 HR/Talent professionals, free to join and a great knowledge sharing platform - particularly if you're solo or in a small team.

I would also suggest attending webinars and conferences. Engaging with industry gatherings like Zukunft Personal Europe offers a valuable chance to network with fellow professionals and vendors, as well as to gain insights from great pitches and keynotes.

A close follow-up of experts on the subject or speakers on this subject always keeps us up to date. For this reason, Linkedin platform offers a very good resource and an efficient working environment.

Better still - become a thought leader! If you are passionate about a topic, find out what your contribution is to that topic. Don't worry if 'someone else has done it before', your voice is important - if you've found a way to engage employees, share! If it works, you ARE a thought leader.

Set up a "Google Alert' for a daily update on keywords such as employee experience! Businesses, conferences, new books, articles, and more will be delivered to our inbox daily!

Rather than follow them...become one. Always think ahead of the game and what is coming in the future. You don't need to be famous or even have a big platform...start by being curious and experimenting in your own organisation and share your successes

I think staying "up-to-date" on employee engagement survey trends is highly subjective and varies greatly depending on the type of business you run and the industry you're in. To meet employee engagement goals, it's less about staying up-to-date on what others are doing, and more about understanding on a core level what your employees need from you and what feedback they want to and are willing to provide. Take the time to have 1:1 conversations and understand what's "on-trend" for your employees, as that is the only information you actually need to conduct effective surveys.

Try non-anonymous surveys. They can take time to generate open, honest feedback on your company, but that time is worth spending as employees begin to understand these surveys are to improve their experience (providing you take action, of course)

Instead of depending on survey results published by others it would be better to conduct our own surveys. Results could vary across industries, geographies and even genders. So instead of having such generic survey results, it would be better to do our own research. The sample side could be managed as required by us taking into account geographies and gender. This will give a better perspective on the basis of which informed ploys could be adopted.

Sign up for Medium, and follow authors who write about this. Same thing with LinkedIn newsletters by trusted thought leaders.

It's not so much about staying updated on survey trends, but rather focusing on the company's needs first, which can be fulfilled with such tools as employee engagement surveys. Staying updated on industry trends in general is a must for every professional to do their job well!

Nothing ever got better by following best practice. Stay informed and educated with external trends but remember to also understand your own organisational trends and merge the two together. Add in your own professional judgement and all of sudden you can have something which is better than best practice for you company and people

It's important to recognise that an employee engagement survey is a moment in time exercise. The questions you ask need to be routinely reviewed and, where needed, updated each time. As well as identifying possible 'influencers' and organisations who are expert in this field to follow, keeping up to date on trends, make sure your internal team (if you run the survey yourselves) or your survey partner are also doing their own research, and sharing the latest best practice with you.