The evolution of the Annual Engagement Survey!

Since 18th century, when the first faint idea of HR germinated the exact nature of our focus on workforce has constantly shifted with changing times and continues to do so. We figured our way from measuring employee 'satisfaction' to 'commitment' to finally, 'engagement', and that's what progress is all about. From measuring employee ‘satisfaction’ to ‘commitment’ to finally, ‘engagement’, and that’s what progress is all about.

As beings of reason driven by the need to find logic and connections, a continued shift in focus is all but necessary for us to keep up with new trends and findings. If a new idea gets offered and then proved, it must be integrated. If it appears to work, let’s incorporate it. If you don’t keep up, you get left behind. That’s the whole idea of evolution, isn’t it? When engagement surveys came into existence 100 years ago, they were focused on figuring out a way to measure employee satisfaction and productivity. With all the trials and errors the working world has had to offer in the past, engagement surveys (pretty much like everything else) have evolved to offer a range of modern, convenient features to both employees and employers.

For starters, the one feature that appears across all employee engagement initiatives is that of increased regularity. What do you get when eager, budding employees meet a fast-paced world of instant online feedback? A need for more regular feedback at work! Feedback and appraisals are no longer an annual pilgrimage. This extends to a need for regularity in surveys as well. Employees, especially Millennials are keen on not just receiving but providing feedback quite regularly. What better way to achieve that than engagement surveys that pop up every day to serve as friendly reminders that the company you work for cares, and seeks your concerns and opinions. If there’s consistency, regularity is not a concern. The moment it becomes a “regular” thing, interest and attention seem to waver as it becomes just another task to be ticked off.

The world today runs on the concept of user-friendliness. Advent of technology has made work convenient, marking the end of time-consuming pen-and-paper surveys. Convenient and efficient digital survey platforms that employees can access at lei- sure are the “in thing” now. The thought of "filling out surveys" has a more ominous ring to it than "click or tap on answers in a fun and friendly app that opens on your choice of electronic device at your leisure". Also, Engagement surveys going digital serve as a big boon to for better data analysis. Employers have the data pertain- ing to a specific department or age-group, helping them understand and focus on the needs and concerns of any group better - at the click of a finger! The hallmark of a successful employer is about knowing specifically what employees want and need. After all, we live in a world that moves to the slogan of “go digital or go home”.

An interesting shift in the employee engagement space is the need to look at engagement through the happiness-at-work lens. What makes your employees happy? Isn’t the pursuit of happiness in whatever we do, our biggest motivation? Ironically, the most overlooked aspect in most surveys is closely related to happiness at work. “Mandatory surveys” — Employees all over the world can often be found cringing at these two words. There is a consensus that mandatory surveys are often viewed as unhelpful, non-engagement-oriented initiative, boring, and tedious which serve no purpose. Why? In all honesty, it is not possible to get your busy employees motivated or invested in a survey that, in their opinion, serves no true purpose or benefits them in any way.

The point to be considered here is - inclusion. Everyone has an opinion and when it comes to work culture and policies, your employees have several. It is just as rewarding, then to have them feel included in the process of bringing about a change in their work experience as it is frustrat- ing to have them feel like their opinions in the surveys go unconsidered. It is essential for you, as an employer, to take the time to understand your employees' needs and be able to reflect that in the surveys you pre- sent to them. It is common knowledge that employee engagement is a two-way street. While your employees do their bit to seek motivation and happiness at work, you – the modern employer – can attempt to do your share in making engagement as helpful, efficient and attainable as possible.

Surveys have and still do serve as the best tool for you keep up with the pulse of your workforce. As times and people change, and work culture evolves, make sure your most useful engagement tool – the survey – evolves too. Think you already know the pulse of your organization? What you might gain insight into can make you skip a beat!