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What we offer

employee engagement surveys

What does employee engagement look like in your organisation? We'll help you measure engagement with an employee engagement survey designed specifically to reveal the key drivers of engagement for your people.

employee surveys

Our employee surveys are designed to meet clients' specific needs. We listen to what matters to you and strive to deliver the outcomes you expect from an employee survey.

staff surveys

Gain insight into what staff think about varied aspects of their working life in your organisation with a staff survey. Staff surveys can cover a broad range of topics or focus on specific issues of current concern.

internal customer surveys

What do your colleagues value most about the service provided by HR/IT/Finance? Where could improvements be made? An internal customer survey will help raise your function's profile and deliver customer service improvements which can be measured.

Some of our clients

Employee Engagement Surveys

1.MEASURE

Gain the insights you need to create a more engaged workforce with an

employee survey

Employee surveys

are a powerful tool in the process of transforming organisational culture.

2.MAP

Our

employee engagement

maps pinpoint precisely where your efforts are being most successful, and where more needs to be done to create an engaged workforce.

3.MANAGE

Transform the knowledge and insights from your

staff surveys

into actions.

4.MONITOR

A regular

feedback survey

will help you keep track of changing levels of engagement across your business.

About us

Employee Feedback are specialists in employee engagement surveys.

Every project we undertake is designed expressly to help the client organisation achieve its employee engagement goals. Our business is about you.

You want valid, timely results, presented clearly; conclusions that have been well thought through; recommendations that make sense in the context of your business.

And above all, you want brilliant service: which is what we deliver. That’s why our clients keep coming back to us, year after year.

blog

Should we assess engagement levels when assessing high potentials?

As a fan of Harvard Business Review, I recently read an article regarding talent management; it was entitled, ‘How to hang on to your high potentials: Emerging best practices in managing your company’s future leaders’ (HBR, Oct 2011). The article started by stating that only 15% of businesses based in Asia and North America feel that they have enough ‘qualified successors for key positions’. more

The happy and productive worker...

As a member of the Psychological Testing Centre, I receive a publication called Assessment & Development Matters, published quarterly. I am a bit behind on my reading (!) and whilst sorting through some papers, I came across an edition from 2010 which caught my eye. more

Thoughts on Bakker’s model of work engagement

When I have time, which isn’t as often as I would like(!), I try to keep up to date with the latest research related to employee engagement. Arnold Bakker is widely regarded as one of the key academics at the forefront of engagement research. more

Manage employee engagement to manage performance

In a recent article in the Journal of Industrial and Organisational Psychology entitled ‘Manage Employee Engagement to Manage Performance’, Saks and Gruman (2011) state that they ‘believe the best way to improve performance management in organisations today is to focus on employee engagement, which is a more proximal and controllable outcome that precedes and predicts performance’ (p204). Pukalos and O’Learly (2011) recently wrote about performance management too, whereby they claimed that formal performance management involves processes that are not connected to the employees and the relationship level of day to day working. more

Do management rules, regulations and metrics reduce employee engagement levels?

Adrian C. Ott, an adviser on customer strategy and innovation, recently wrote a blog on the Harvard Business Review website. more