Survey Says... Time for a Revolution in Employee Engagement

Why do organizations conduct employee engagement surveys? Ostensibly, it's to understand the pulse of their workforce, identify areas for improvement, and foster a more engaged and productive environment. But let's peel back the layers and uncover the truth behind these surveys.

Employee engagement surveys are often touted as the key to unlocking insights into employees' thoughts and feelings. However, these surveys frequently fall victim to surface-level analysis, with organizations focusing on easy-to-digest metrics and overlooking the richness and complexity of employee experiences. It's like trying to capture the essence of a three-course meal with a single French fry – it's just not going to cut it.

One critical issue with traditional surveys is the lack of action taken based on the results. Survey data is collected and analyzed, but often met with silence. Employees are left wondering if their feedback made a difference or if the survey was merely a token gesture. It's like shouting into a black hole and hearing nothing but echoes of your own voice. Let's break the cycle of apathy and actively respond to the survey findings, demonstrating a genuine commitment to improvement. Because if you're going to ask, you better be prepared to listen and do something about it. Otherwise, you might as well hire a parrot for employee feedback.

Traditional surveys position employees as passive recipients of organizational actions, but empowering individuals to reflect on their own engagement fosters a sense of responsibility and accountability. It's like upgrading them from backseat passengers to co-pilots – they're not just along for the ride; they're helping navigate the journey. Let's empower employees to become drivers of change and create a more engaged workforce.

Flipping the survey paradigm involves engaging in meaningful dialogues with employees to uncover the root causes of disengagement. This two-way conversation allows us to bridge the gap, translate insights into actionable plans, and create a workplace that genuinely values and acts upon employee feedback. This shift in mindset paves the way for transformative growth and fosters a culture of continuous improvement. Embrace the chaos, people!

By empowering employees to reflect on their engagement, bridging the gap between insights and action, and fostering collaboration, we can drive real change within organizations. It's time to break free from complacency, challenge the status quo, and create a thriving workplace where employee voices are genuinely heard and valued.

So, as organizational leaders, if you truly care about an engaged workforce, it's time to start having frequent open dialogues to understand the actions you can take to adapt the work environment, behaviours, and practices.

Now that we've unveiled the truth behind employee engagement surveys, let's delve into Emery's Motivation Model—a valuable framework for understanding the key drivers of employee motivation. These factors can be used by employees to evaluate their own engagement and identify areas for improvement.

1. Achievement: Reflect on whether your work allows you to set and achieve meaningful goals. If your current tasks lack challenge or accomplishment, discuss with your supervisors about taking on additional responsibilities or projects that align with your strengths and aspirations.
2. Recognition: Consider whether your efforts and achievements are acknowledged within the organization. If you feel unrecognized, proactively seek feedback and recognition from supervisors, share your successes with colleagues, or propose a recognition program to the management team.
3. Advancement: Evaluate whether your current position offers a clear path for professional development and advancement. If you feel limited in your growth prospects, have conversations with your supervisors to explore training opportunities, mentorship programs, or possibilities for promotion within the company.
4. Work Itself: Assess whether your work aligns with your interests, skills, and values. If you find your current tasks unfulfilling, explore ways to incorporate more stimulating and meaningful work into your role or consider transitioning to a different position that better aligns with your passions.
5. Responsibility: Reflect on the level of responsibility you have in your current role. If you desire more autonomy or decision-making power, discuss with your supervisors the possibility of taking on additional responsibilities, leading projects, or participating in cross-functional teams.
6. Growth: Consider whether your organization provides resources, training programs, and learning opportunities to support your personal and professional development. If your development needs are not being met, proactively seek out training programs, attend conferences or seminars, or propose initiatives that promote a culture of continuous learning within the organization.

Once you've evaluated your engagement using Emery's six motivational factors, it's time to take specific actions based on your findings. This may include having open and honest conversations with supervisors, seeking opportunities for growth and advancement, suggesting changes to your current role or responsibilities, and actively pursuing recognition for your contributions. By taking ownership of your engagement and communicating your needs and aspirations, you can play an active role in shaping your own professional development and satisfaction within the organization.

As a manager, you can follow a structured process to hold effective open dialogue conversations with your employees about their level of engagement, while considering Emery's Motivation Model:

1. Prepare for the Conversation: Familiarize yourself with Emery's Motivation Model and the six motivational factors. Review the employee's engagement survey results, performance evaluations, and relevant feedback to have a holistic view.
2. Create a Safe and Trusting Environment: Establish an environment where employees feel comfortable sharing their thoughts and feelings. Assure them that the conversation is a platform for open and honest dialogue without fear of judgment or repercussions.
3. Reflect on Emery's Motivational Factors: Discuss each of Emery's six motivational factors and ask employees to reflect on their level of satisfaction and alignment with each factor. Encourage them to share specific examples or experiences related to their engagement.
4. Identify Strengths and Areas for Improvement: Help employees identify their strengths and areas for improvement within each motivational factor. Acknowledge and celebrate their accomplishments, recognizing their achievements and highlighting their contributions. Simultaneously, explore any gaps or challenges they face in finding fulfillment and engagement.
5. Set SMART Goals: Collaboratively set Specific, Measurable, Achievable, Relevant, and Time-bound (SMART) goals to address the identified areas for improvement. Ensure that the goals align with the motivational factors and support the employee's growth and engagement.
6. Offer Support and Resources: Provide the necessary support and resources for employees to achieve their goals. This may involve training opportunities, mentorship, or assigning new responsibilities that align with their interests and aspirations. Regularly check in on their progress and offer guidance or adjustments as needed.
7. Foster Accountability and Follow-Up: Encourage employees to take ownership of their engagement and hold themselves accountable for their goals. Establish a system for regular check-ins and follow-up conversations to review progress, discuss any challenges, and celebrate milestones.
8. Recognize and Reward: Provide regular recognition and rewards for employees' efforts and achievements. Acknowledge their commitment to personal growth and engagement, reinforcing their motivation to continue striving for excellence.

By following this process, you can foster open dialogue and encourages employees to reflect on their engagement, set meaningful goals, and receive the necessary support to enhance their motivation and overall job satisfaction. So, embrace the power of open dialogue and let your employees thrive in a workplace where their voices are genuinely heard and valued. Remember, you can't accomplish this with a once-a-year engagement survey that leads to minimal action. Save your time, your employees' time, and the organization's money. It's time to challenge the status quo, and create a thriving workplace.