Research shows that Line Managers don’t act on their employee survey feedback – is this true?

Recent research from AON Hewitt and their European Engagement database suggests that line managers are not acting on their employee engagement survey feedback – on average spending only two to five days a year on engagement relating activities. Is this really true and reflective? Certainly one of employees major...

Engaging the organisation in employee survey action planning

As a follow up to our last blog on getting the most from action planning after your employee survey we thought we would provide you with some innovative ideas for engaging employees in the survey and the resulting actions. Act Local The idea of localness is important in raising...

Employee survey – setting improvement actions

This is the last in our series of blogs looking at getting the most from your employee survey.  You can read the previous blogs here.  In this blog we’ll look at setting improvement actions as a result of survey feedback.  An area oft forgotten! Arguably the most important aspect...

Employee Surveys – the true value of external benchmarking

When conducting any type of employee survey for our clients, be it engagement, empowerment, motivation and even work life balance – we are nearly always asked if we can provide comparisons against other organisations. And, like any good employee research organisation, we do provide external comparisons.  We have a...

Benefits of conducting employee research and employee surveys

Welcome to the second in our summer series of blogs about how to get the most from your employee survey. You can read the first blog here. In our experience, the main benefits of employee research and employee surveys include: Demonstrating to employees that you are taking a genuine...

The role of employee empowerment within employee engagement

You may have read the recent Harvard Business Review Blog from Adrian C. Ott regarding Delta and their US Army passengers and the connection with employee engagement. Adrian makes a clear case of rigidity within management structures that make it very difficult for employees to make their own decisions...

Central Surrey Health partners with The Survey Initiative

We are pleased and proud to announce that Central Surrey Health have chosen to partner with us for their forthcoming co-owner survey. Central Surrey Health provides therapy and community nursing services to the 280,000 strong population of central Surrey. It was the first social enterprise to come out of...

What does employee engagement actually look like? Part 2

I was at a meeting recently and was asked how best to describe employee engagement (it’s quite a common question!).  I took a few minutes to take the group through the various definitions from different perspectives: academia, consulting companies and those at the coalface. In addition, I provided some...

Employee empowerment pulse surveys

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...

You can’t have employee engagement all of the time…

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...