How to Implement an Engagement Program for a Modern Workforce

You’re late into the evening on a Friday, and your star salesmen asks to step into your office for a quick chat. It isn’t unusual for him to request a sit down. The two of you have a great relationship, and the sales team performed well this quarter.

“Due to unresolved issues, I’ll be leaving the company, “ he starts. “Effective immediately. I’ve already accepted another offer.”

You’re blindsided. Completely caught off guard.

You had no idea he was unhappy. Where did the unhappiness begin? How long has it gone on? What could you have done to solve his issues? There must have been a solution to prevent this from happening.

You need answers, and you need prevention measures to ensure something like this never happens again. You begin to wonder if you can implement a methodology to serve as a solution. The pulse of your employees and your company needs to be gauged, and you need to have an overall diagnostic of how the ecosystem of your business is operating.

But you know that to do this process correctly, you’ll need an ongoing focus. To be done right, employee engagement program takes time. There is no one time fix.

Pitfalls of the Traditional Approach to Employee Surveying

The employee surveys that most companies know and leverage have roots in post World War 2 management practices. “Employee Attitude Surveys” were used in the late 1930s and after World War 2 to improve employee relations and loyalty.

Organizations have always needed a way to find out what their employees thought about the place they work. In the past, tracking results began with a paper survey. Employees would fill out questions, surveys would be collected, and decisions would be made based off of the paper questionnaires. Though most companies have evolved and leverage online platforms, the modern age has not improved the survey process.

In the Web 2.0 shift to online formats, companies and survey creators took the traditional survey approach and brought this to a web interface, Companies still use long, tedious surveys that collect massive amounts of data. These surveys are conducted once a year, maybe even once every two years. This is a process that doesn’t work for employees who often times never receive the results of the survey—and even more concerning—never see action taken based on their feedback. Companies need a better solution.

Workers are Annoyed, Distracted, and Solutions Aren’t Being Found

Employees are annoyed at filling out lengthy surveys, causing distraction from work. To make matters worse, most companies have no idea what to do with the large amounts of data they collect.

To further compound this challenge, the shift in consumer technology habits and the accessibility of various communication tools has increasingly led to the younger workforce wanting more real-time feedback channels.

For most businesses, their employees are their greatest assets, so why find out how their greatest asset is feeling once a yearor every few yearsthrough a process that doesn’t drive results? Nobody would do this with financial data, so why let it occur with a situation that involves real human beings?

Survey Providers are Lacking Methodology

Even providers that share survey solutions don’t do so with a methodological approach. Their large data grabs are dumped on companies without providing directions or instructions of where to go with the data. This process is repeated continuously with little impact to the bottom line or causing influential change.

Your business deserves a better solution, an engagement program.

You can read more on how to launch a successful engagement program in Workify’s Engagement eBook,3 Step Guide: Taking Action on Employee Feedback.”

Contact us

Related Posts

How Measuring Employee Engagement Has Changed Post Pandemic

How Measuring Employee Engagement Has Changed Post Pandemic

Learn more about how measuring employee engagement has changed because of the pandemic. The pandemic has changed many aspects of our lives. Those changes ring especially true for workers. The days of long commutes and late nights in the office are out, but they’ve...

Pitfalls in Becoming A Strategic HR Advisor

Pitfalls in Becoming A Strategic HR Advisor

We’re taking a look at common challenges that executives face when shifting focus to become a strategic HR advisor. You might have hit that new milestone—growth metrics, an acquisition, etc. Your organization has executed on a number of initiatives, you’ve seen...

The Hard Truths About HR Challenges in 2021

The Hard Truths About HR Challenges in 2021

See what HR challenges you can expect in 2021. A few weeks ago we looked at HR and employee engagement trends in 2021. Many of them will be in response to what happened in 2020 because of cultural shifts from covid-19 and social movements during the year. As excited...

Share This