Practical insights to foster employee engagement
Dive into our case study that uncovers the keys to fostering high employee engagement, embedding vision in company culture, aligning recruitment and enhancing ...
Uncover insights to help you increase your employee engagement.
Talk to us todayIn today’s competitive business landscape, employee engagement is critical to achieving organisational success. At Insync, we understand the pivotal role engaged employees play in driving productivity, innovation, and overall business performance.
Employee engagement goes beyond job satisfaction. It’s an employee’s emotional and intellectual commitment to their organisation and its goals. Engaged employees are enthusiastic about their work, aligned with company values, and motivated to contribute to organisational success.
Research consistently shows that organisations with high levels of employee engagement outperform their competitors. Engaged employees lead to:
Importantly, organisations with an engaged workforce tend to have higher earnings per share and recover faster from economic downturns. Engaged employees also tend to be more innovative and creative in their roles, which is associated with better employee wellbeing. There is a greater likelihood that engaged employees align with and promote their organisation’s values and culture, creating a virtuous cycle of engagement and cultural reinforcement. These productivity gains can translate directly to improved business outcomes and profitability in a rapidly changing business environment.
Through our extensive research in the Australian market, we’ve identified several key drivers of employee engagement:
At Insync, we employ a variety of methods to measure and assess employee engagement:
Surveys are a widely used tool to measure employee engagement. These tools vary in their scope and frequency. They can be comprehensive, covering a broad range of topics in annual surveys, or they can be more frequent, like pulse surveys, which focus on specific issues and provide immediate feedback.
A stay survey is a tool used by organisations to gather feedback from employees about their job satisfaction, work environment, and reasons for remaining with the company. This type of survey helps employers identify areas of strength and opportunities for improvement in their retention strategies, ultimately aiming to reduce turnover and enhance employee engagement.
Exit surveys, on the other hand, are conducted when an employee decides to leave the organisation. They are designed to gather insights about their reasons for departure and overall experience with the organisation. These surveys provide valuable feedback that can help organisations identify areas for improvement in their workplace culture, management practices, and employee retention strategies.
Why use Insync’s surveys?
The true value of using Insync’s Engagement Survey is the ability to identify alignment and engagement and its drivers within a highly robust and valid framework.
You can also customise, remove, and add items to ensure your survey fits your purpose and circumstances. Most importantly, we provide you with a) benchmarked survey results so you can understand how you compare to similar organisations in your sector and b) a roadmap for success – a prioritised list of improvement opportunities that will improve your organisation’s performance.
And why independently administered? Research suggests that in-house surveys show biased results, with employees giving higher scores (often in fear of repercussions). Conversely, employees tend to be much more candid when responding to a survey run by a party considered to be independent – thus, the results are more accurate.
eNPS is a quick survey with a single question: how likely are employees to recommend the organisation as a workplace? This score can be a straightforward indicator of overall employee advocacy, such as how employees would speak about their employer if asked by a friend at a BBQ.
Then, the answers can be followed up with another assessment tool to understand issues better.
Interviews offer a more in–depth approach to measuring employee engagement. Conducting one-on-one interviews with employees allows a deeper exploration of their feelings, attitudes, and perceptions about their work and the organisation. Unlike surveys, interviews provide the opportunity to ask follow-up questions and delve deeper into specific issues, uncovering nuanced perspectives that may not be captured through other methods.
A focus group involves gathering a small group of carefully selected participants to engage in a moderated discussion about a specific topic. The focus group is led by a skilled moderator who guides the conversation.
The interactive nature of this format generates rich, detailed insights into participants’ opinions, attitudes, and experiences. They allow the moderator to observe group dynamics and interactions, which can reveal shared understandings or points of disagreement. Focus groups are beneficial for exploring complex issues, generating new ideas, and uncovering unexpected perspectives that may not emerge in individual interviews or surveys.
Additionally, focus groups can be more cost-effective and time-efficient than conducting multiple individual interviews.
Another valuable metric for understanding employee engagement is the retention and turnover rate. Quantifying the number of people who stay or leave a job is essential for determining whether employees are happy and engaged.
High turnover rates can be a red flag, indicating low employee engagement and satisfaction. On the other hand, a strong retention rate may suggest a positive work environment where employees feel valued and motivated to stay.
This analysis can then be complemented with other employee engagement measurement tools, such as surveys, interviews, or focus groups, to explore issues more thoroughly.
Our comprehensive, data-driven approach includes:
Our mantra is less measurement and more improvement, not the other way around. Many organisations have been doing employee engagement for years with little or no improvement in employee engagement.
Unlike other survey companies, Insync is also there to help you improve. Whether you use our Engagement Survey or another well-designed and independently administered survey, we can provide expert advice on interpreting and acting on your results.
Here at Insync, we are experts across all areas of the employee experience. Partnering with us will help your business unlock:
“What sets Insync apart is their dedication to improvement. Beyond simply delivering a comprehensive survey, they provided us with a roadmap for success, outlining actionable steps we could take to enhance our performance. I cannot recommend Insync highly enough. If you’re looking for a partner who will go the extra mile to help your organisation thrive, look no further than Insync” – Chief Executive Officer, Sparkways
WARC faced a significant challenge with employee turnover at 57%, costing an estimated $2.9 million annually. By partnering with Insync to measure and improve employee alignment and engagement, WARC reduced turnover by 25%, saving millions each year. This success demonstrates the tangible benefits of focusing on employee engagement.
You can read our exclusive case study here.
Investing in employee engagement is not just a nice-to-have; it’s a business imperative. By partnering with Insync, you gain access to cutting-edge research, proven methodologies, and a team of experienced consultants dedicated to helping you achieve your engagement goals.
Let us help you unlock the full potential of your workforce and drive your organisation towards greater success. Contact Insync today to learn more about our employee engagement solutions and how we can support your organisation’s growth and success.
Click below to download our employee engagement offering guide. Alternatively, click here for a video overview.
Q1: How often should we measure employee engagement?
A: While we typically recommend annual or bi-annual measurements, some organisations benefit from more frequent pulse surveys. We work with you to determine the best frequency based on your specific needs.
Q2: What’s the difference between employee satisfaction and employee engagement?
A: Employee satisfaction measures contentment with the job and work environment, while engagement measures emotional commitment to the organisation and its goals. Engaged employees aren’t just satisfied; they’re motivated to contribute to organisational success.
Q3: How does employee engagement impact customer satisfaction?
A: Engaged employees typically provide better customer service, are more innovative in problem-solving, and are more committed to delivering quality work. This often translates to improved customer experiences and increased loyalty.
Q4: Can employee engagement really impact our bottom line?
A: Absolutely. Numerous studies show a strong correlation between high employee engagement and improved financial performance, including increased profitability and business growth.
Q5: How long does it take to see results from employee engagement initiatives?
A: While some changes can have immediate effects, significant improvements typically take 6-12 months. It’s essential to view engagement as an ongoing process rather than a one-time fix.
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