Our Employee Engagement Surveys are Positively Changing Workplaces – And We Couldn’t Be Prouder!

You may know, (or we certainly hope that you do 😊) that here at Pro-Development, increased Employee Engagement is a big part of our mission. It’s a critical factor in the success of any organisation, with evidence showing that engaged employees are not only more productive and innovative, but also contribute to individuals staying with organisation’s longer, and fostering a culture of growth and collaboration which inevitably, supports innovation. However, investment in people can unfortunately get left off the priority list when a business grows at speed.

Throughout our 12 years as a leading, management development, and people expert, the Pro-Development team have worked with several organisations, in a variety of sectors that have experienced significant, rapid growth. A lot of the conversations start with ‘how can we just get our team to do what we need them to?’.

Reaching the 25 – 50 employee mark for the first time is an incredible achievement but we know only too well that with that growth comes some level of challenge. We see frustration with colleagues and other departments that fuel a negative culture, and often, assumptions made about employee needs that if acted upon without fact finding, leads to even bigger issues.

Pro-Development are here to make a difference and support our growing clients through, what should be, really exciting times. Not only do we truly embrace supporting those that have some immediate team concerns, but we have a number of clients that are keen to always strive to do better for their teams. We’re hugely proud of our long-term client, Ardent Financial Planning who achieved an incredible 91% engagement rate but have continued to invest in improvements on their lowest scoring areas. Check out their journey here.

We understand the significance of employee engagement and our surveys have been thoughtfully created to help you create your own impactful, action plans. In this blog, we’re sharing each of the 11 key drivers we use to measure your team’s engagement level so the results can guide you toward your investment priorities. No more wasting money on fruit baskets that end up in the waste bin (unless we discover that’s what your team really do want 😉).

Pro-Development’s Engagement Drivers: A Comprehensive Approach

To effectively gauge and enhance employee engagement, it is crucial to consider various drivers that contribute to a positive work environment. Our Employee Engagement Surveys incorporate a comprehensive set of 11 drivers that have been proven to positively impact engagement levels.

We’d love to hear from you; How many do you think you’re actively winning at, and which do you think you could improve on?

• Contribution to a Vision that motivates and inspires:

Employees thrive when they have a clear understanding of the company’s vision and their role in achieving it. Our surveys assess the extent to which employees feel connected to the organisation’s vision, ensuring that their work has a meaningful purpose. Are you clear on your direction and sharing that with your team?

• Open, effective, and two-way communication:

Communication is the backbone of any successful organisation. Our surveys gauge the effectiveness of communication channels and the extent to which employees feel informed and engaged through transparent and open communication practices. Are you acting on things that are discussed?

• Senior Management’s Relationship with Employees:

Strong relationships between senior management and employees foster trust, respect, and a shared sense of purpose. Our surveys assess the effectiveness of senior management’s interactions with employees, ensuring that leaders are approachable and accessible.

• Involvement in decision-making and clear accountabilities:

Employees who are involved in decision-making processes and have clear accountabilities feel a greater sense of ownership and empowerment. Our surveys evaluate the extent to which employees feel involved in decision-making and understand their roles and responsibilities. Is everyone really clear on what’s expecting of them?

• Line Manager Leadership Abilities:

Line managers play a pivotal role in employee engagement. Our surveys assess the leadership abilities of line managers, including their communication skills, coaching, and mentoring capabilities, and their ability to provide feedback and support.

• Working in a supportive team:

A supportive team environment fosters collaboration, trust, and a sense of belonging. Our surveys measure the extent to which employees feel supported by their colleagues and have a strong sense of teamwork.

• Feeling valued, recognized, and rewarded fairly:

Employees who feel valued and appreciated are more likely to be engaged. Our surveys assess the effectiveness of recognition and reward systems, ensuring that employees are acknowledged for their contributions in a fair and meaningful manner.

• Opportunities to play to strengths:

When employees have the opportunity to utilise their strengths in their work, it leads to higher levels of engagement and job satisfaction. Our surveys evaluate the extent to which employees can leverage their strengths in their roles. Do they have more to offer that you don’t yet know about?

• Opportunities to grow and develop skills, capabilities, career:

Investing in employee development is crucial for fostering engagement and retaining top talent. Our surveys assess the availability of growth and development opportunities within the organisation, ensuring that employees can enhance their skills and advance their careers. (Potential shock, this is the biggest ‘want’ that isn’t being fulfilled for the majority of employees that we have run surveys with!)

• Organisational Culture and Core/Shared Values:

A positive organisational culture and strong core values create a sense of belonging and purpose. Our surveys evaluate the alignment of employees’ values with the organization’s culture, fostering a cohesive and engaged workforce. This was the catalyst for the creation of our vision and values consultancy offer too, which helps you to hone your internal and external messaging.

• Health and Wellbeing:

Employee well-being is a critical aspect of engagement. Our surveys assess the organisation’s efforts in promoting health and well-being initiatives, ensuring that employees feel supported in maintaining a healthy work-life balance. Free fruit and game nights aren’t right for everyone!

In conclusion, we may be biased, but the figures show that our Employee Engagement Surveys have helped multiple organisations to achieve improved engagement leading to retention of key people, and higher productivity levels. With average scores in our 2022 surveys of 72% engaged, 10% higher than the UK average! We’re hugely proud to be approaching this work in a creative and fun way that truly makes a difference.