Often they do alternate full and ‘pulse’ studies, providing Leadership Teams with a regularly updated picture of engagement among their people.
They have found engaging the workforce is not all a one way street: people and circumstances change and it requires constant attention to ensure that an organisational environment is maintained within which employees can flourish and perform optimally.
Take a look at the two charts below – showing the increase in engagement levels over a six month period in one organisation.
Survey 1
Survey 2
Most departments are in the low engagement sector of the matrix. The pink and orange areas in particular need attention.
Six months later it’s clear that there have been improvements in several areas, including the pink and orange units. On the other hand, in the purple business unit engagement has declined. Remedial action is called for.
Which is another key message about developing an engagement strategy: keep in constant touch by monitoring how people are feeling on a regular basis.