In recent times, thankfully, human capital or better, people, have returned to the forefront of good company management.  Clearly the pandemic has caused jitters in the employment market with employees sometimes looking for alternatives where their existing employers have taken an inflexible stance in the home vs office working regime. 

The length of the lockdowns and travel restrictions between bordering countries to enter and exit the country of work has resulted in employees to appreciate the flexibility that working from home provides and has not resulted, according to industry surveys, in diminished output.  Still, the uncertainties remain both from the employer’s side as well as the employee’s point of view.

Indications are that there will be a return to some normality in the very near future albeit companies are positioning themselves in regulating the work-from-home regime with policies and procedures to ensure there is fairness for those that attend the office vs those that do not and vice versa.

There is no better time therefore to “take the temperature of the workforce” by way of an engagement survey.  This is a useful way of gather insight into what is important to your employees. However, what can engagement surveys measure and what will the feedback allow the company to do?  Correctly structured and adequately answered engagement exercises can be the key to sustainable performance.

Measuring employee engagement:

The primary reason for launching an engagement survey is to measure the engagement level of your employees. Measuring the key drivers of engagement within your organization will allow the company to assess whether your employees are engaged or disengaged.  What is commonly assessed are factors such as satisfactions or otherwise with advancement, recognition, pay & benefits, job role, training & development opportunities, leadership, work environment, communication etc.

The purpose has generally been to address certain blockers that might inhibit employee’s engagement and then action plans specifically created to address the issues, set priorities, determine resources, and create an implementation schedule.

It is also no secret that directing organisational and business growth has been at the forefront of companies’ objectives in conducting such surveys.

Are attitudes changing?

Increasingly the more forward looking and modern companies hold engagement surveys for the simple, perhaps mundane, reason that they want to genuinely to give employees a voice.  The objective still aims to assess satisfaction with the tangible aspects of employment, as described earlier, but increasingly employers are concerned with people’s wellbeing and resilience to change and stress, (caused by the pandemic for example), or by uncertainties caused by a merger, an acquisition or just by work-life balance and how this affects and impacts home life. 

Extensive research shows that emotionally stable and fulfilled employees are automatically more engaged in their work and the small irritants normally extracted by a mere directional growth-oriented survey, don’t disappear, but perhaps are put into context i.e. “yes there are irritants but my company understands me and provides me with a forum to raise my concerns, facilities and training.  I feel that I am better prepared to weather the storms of commuting, family life demanding jobs and uncertainties as the pandemic and other life’s unexpected events”.

In short, become more resilient whilst still caring for the company.

MLC Advisory and VISTIM SA, contributing to this newsletter, are increasingly collaborating in Luxembourg in helping companies focus on engagement and implement where necessary wellness/mindfulness and wellbeing at work solutions  to support the organisational growth objectives. 

Employees need a voice, employers need to have engaged employees – holding a truly anonymous well structured, independent, and multi-faceted survey will help stabilise a sensitive workforce and help deliver sustainable growth by a committed, resilient, and emotionally stable workforce.

Do get in touch with MLC Advisory for a discussion on well-being and mindfulness at work or with VISTIM SA on engagement.

Publié le 30 septembre 2021