Satisfaction and commitment
Employee satisfaction surveys have been gaining significant ground recently. With strong labor market and turnover pressures, this is understandable. But often they focus primarily on tangible factors: pay and benefits, working conditions, overall satisfaction with the manager...
There is no doubt that if these are not in place, you can hardly build a world-class company. But these are just the basics. To get to the next level, we should aim for engagement – when people put their heart and soul into their work, volunteer for extra tasks, are happy to recommend the company and want to stay as long as they can.
Then we need to target the finer layers of human motivation – including the organizational and managerial factors that directly impact on engagement. These factors are at the heart of our survey.
How do we do it?
Employee engagement is a combination of many factors – which are not always transparent. That’s why it makes sense to be careful with off-the-shelf solutions and first take a close look at the situation that led to the need for the survey, and then work with you to develop a methodology that is tailored to the situation.
We have over 30 years of international experience in this field. Let’s discuss what developing engagement can mean for you!