Employee engagement surveys are a great “trick” to measure the pulse of your organization and to increase employee engagement. Even small employers can conduct and analyze results in a low cost, time effective manner.
“Disengagement is not an employee problem. It is a hangover from the Industrial Age that invented a middle tier in companies so useless and intrusive that a cartoon strip called Dilbert is the best picture we have of how it functions.” Those are the words of author Chuck Blakeman. What do you think?
Just this past month, the acclaimed Canada’s Top 100 Employers for 2013 list was released and an editorial was featured in the Globe and Mail. (You can see the full list here) Among the ranks were 3M Canada Co., Deeley Harley-Davidson Canada, Loblaws Cos. Ltd., and Winnipeg Airports Authority Inc. The list is diverse, awarding honours to a mixed bag of firms, from Technip Canada Ltd (124 employees) to Toronto-Dominion Bank (43, 850 employees). While the nature and size vary significantly, one factor remains constant across every organization: employee engagement. Human resource development is at the core of every listed organization’s values, and for good reason; human capital is considered their greatest asset.
This week I was helping a colleague figure out what their HR data was telling them and how to put this into a report. The first place to start was the organizational goals and where they wanted to get to.
First Reference just had its annual picnic and a good time was had by all. There was lots of food, chats and amusing repartee, and a mean game of croquet! This event, among others,which in practical terms might be characterized as activities to build the culture of the organization or team-building activities, have helped create a community at our workplace and not just a workforce.
There are a lot of factors to employee engagement. Some employees need recognition, in the form of pay, benefits, seniority or favour. Others need to feel that they are part of the company and have a stake in its success. Still others need to feel a connection to their work; it must be creative and challenging. Most workers probably need some balance of all these factors. I know I wouldn’t last long in a dull and repetitive environment. But I also would feel unappreciated if I weren’t remunerated appropriately.
Last year I dropped the ball on Sanofi-Aventis’ annual health care survey—in fact, it’s still sitting on my desk under a pile of other things! So this year, I’m making it a priority, and getting this brief post on the report to you right away, before I file a more in-depth article for HRinfodesk.