We have been asked by a consulting client to undertake a survey on behalf of one of their client organisations looking into Employee Empowerment.
Our consulting client is working with the organisation to instill more autonomous decision-making within their employee population; this is part of wider development and engagement programme.
We are undertaking short, regular, pulse style surveys using a dozen focused questions around empowerment. The idea being that we track and monitor views from employees over a twelve-month period to ensure that the work managers are doing around empowerment is having the desired effect.
As well as including internal benchmarking in the reporting, we are also providing external benchmarking for all of the survey items, so that our consulting client can discuss and provide context to the organisations results.
We thought you might be interested in seeing a few of the questions we are using:
My manager encourages me to make my own … read more »
To expect all of your employees to be highly engaged all the time is folly – heading down this path could lead to future motivational issues. I get the feeling some would like to bottle employee engagement and instil it permanently.
Expecting an employee to go above and beyond (the ‘extra mile’) all or even most of the time is unsustainable. An employee cannot be in this state long term, quite simply, the employee will suffer from physical or psychological burnout.
The approach that appears to have the best results (based on our experience) is one where organisations work towards creating the right environment for engagement to take place. Levels of engagement will naturally ebb and flow and be subject to forces outside of the organisations control. But at least the organisation has created an environment were on the right day at the right time an employee may choose to put in that extra effort.
Regular feedback on the key organisational drivers behind … read more »
We are currently working with a client to deliver their first, worldwide employee survey, specifically looking at employee engagement.
One of the most interesting aspects is that this survey will be delivered in nine languages. These include French and German, through to Russian (strict), Brazilian Portuguese and also Japanese and Korean.
Translating into different languages is never easy (see some of the most wonderful examples of translated product names or slogans!) and with an employee survey it can be even more complex. It is vital that the meaning of questions are not ‘lost in translation’, it is not uncommon to find that certain words we take for granted (in terms of their meaning) are not able to be translated as no word exists in the language you are trying to translate too.
We use a three-stage process to ensure that the translation is as smooth as possible and thought we would share our process:
Once the questionnaire has been signed off by our client, … read more »
