Employee Engagement Pulse Surveys We’re all IN

Overview: U.S. Employee Engagement

> U.S. employee engagement at

31.5% as of May 2015 (Gallup)

> “Engaged”: enthusiastic about and

committed to their work

> Drives innovation, growth, and

revenue

Recommendations Risks/MitigationOverview Key Takeaways

Overview: U.S. Employee Engagement

Recommendations Risks/MitigationOverview Key Takeaways

Recommendations: Weekly Pulse Survey

Annual engagement surveys

Lower quality and quantity of answers

Weekly pulse surveysNew, innovative way to measure engagement and satisfaction

Smaller set of more frequent questions

Recommendations Risks/MitigationOverview Key Takeaways

-VS-

Recommendations: What will we measure?

Recommendations Risks/MitigationOverview Key Takeaways

Recommendations: Features

Recommendations Risks/MitigationOverview Key Takeaways

Mark Up

Recommendation: What to do with Results

> Team of I/O Psychologists or OD will resolve issues > For example, the team can work on feedback initiatives to improve manager-employee relationships

Recommendations Risks/MitigationOverview Key Takeaways

Risks/Mitigation

Explain survey’s goals and benefits before distributing survey

Not honest

Allow employees to see response data as well

Email reminders to take surveys

Recommendations Risks/MitigationOverview Key Takeaways

Lack of responses

Sporadic responses

Key Takeaways

Recommendations Risks/MitigationOverview Key Takeaways

> Pulse surveys provides more relevant data

> I/O psychologists and OD team solve discovered organizational issues