Whether you\u2019ve conducted an engagement survey and received low engagement scores, or you\u2019ve noticed a decline in engagement over the last few weeks or months, here are a few solutions to improve engagement once more and avoid the low-engagement rut.\u00a0<\/p>\n\n\n\n
Engagement surveys can sometimes look to employees like yet another thing to do, another piece of admin that\u2019s going to eat up time and offer zero solutions to their ill feelings towards work. But what can change the game for employees and employers alike, is for management to acknowledge the workforce\u2019s participation in the survey, show accountability for the results and commit to change. Express that you value their time, words and feelings. This will help them feel heard and instill confidence that the results will be taken seriously and you\u2019re working hard to change their experience at work. This is a small but often crucial step – it\u2019s the first stepping stone that\u2019ll help bridge the communication gap<\/a> between management and the workforce.\u00a0<\/p>\n\n\n\n When employees are unhappy or when engagement is low, employees are typically at the point where they\u2019ve forgotten about the organisation\u2019s mission and goals and their part in making them happen. Low engagement indicates<\/a> many things, including a lack of purpose and motivation amongst employees which may stem from a lack of goals and values. Purpose and motivation are huge drivers of engagement and it\u2019s therefore worth setting exciting goals and reminding your people of their role in achieving them. <\/p>\n\n\n\n Don\u2019t be too alarmed by a low engagement score, the fact that you\u2019ve been conducting regular surveys and have hard data to work with should be comfort enough that things are going to get better. By better we mean engagement will soon improve if you make decisions based on the data, and better because productivity, performance and profit will follow, retention and recruitment will improve and staff turnover and absenteeism will decrease (amongst others). But to really turn things around you need to be guided by the data and swiftly make decisions to remedy problematic areas. The Inpulse surveys<\/a> uncover employee emotions and therefore tell you exactly why your people feel the way they do about various subjects, while the platform presents data visually, which helps you to detect the problem areas quickly and guides the decision-making process in ways that many other platforms fail to do.\u00a0<\/p>\n\n\n\nRemind your people of the organisation\u2019s goals and their part in making them happen<\/strong><\/h1>\n\n\n\n
Be guided by the data when making decisions<\/strong><\/h1>\n\n\n\n
Make small changes while waiting for big changes to take effect<\/strong><\/h1>\n\n\n\n