Employee Engagement Surveys
Engaged employees perform better, differentiate you from your competitors, and help drive sustainable growth. But you can't improve engagement with measurement alone.
Through a strategic partnership, we help you raise engagement levels – and improve business outcomes.
Average U.S. Employee Engagement Levels
My supervisor focuses on my strengths or positive characteristics.
My supervisor focuses on my weaknesses or negative characteristics.
ENGAGED EMPLOYEES ARE
6x more likely
than actively disengaged employees to recommend their organization's products and services.
ENGAGED EMPLOYEES ARE
11x more likely
than actively disengaged employees to indicate that they are extremely satisfied with their organization as a place to work.
Employee Engagement Q & A
Why care about employee engagement?
The world’s top-performing organizations understand that employee engagement is a force that drives business outcomes. Research shows that engaged employees are more productive employees. They are more profitable, more customer-focused, safer and more likely to withstand temptations to leave the organization. In the best organizations, employee engagement transcends an isolated initiative — it is the way they do business.
The best-performing companies know that developing an employee engagement strategy and linking it to achieving performance goals will help them win in the marketplace.
What does the term “engaged” mean? How do you describe an “engaged employee”?
Engaged employees are involved in and enthusiastic about their work. They are 100% psychologically committed to their role. They are thrilled at the challenge of their work every day. They are in a role that uses their talents, they know the scope of their job, and they are more likely to look for new and different ways of achieving the outcomes of their role.
Is the goal of the Q12 survey to improve overall workplace satisfaction?
No, the goal of the survey is to create a stronger workplace and improve performance. The definition of a stronger workplace is a more productive workplace: one that is more profitable, experiences a lower turnover rate and has fewer accidents, lower healthcare costs, fewer workers’ compensation claims, better customer service and so forth. The EE survey questions were selected because of the empirical evidence that connects them to these outcomes.
In addition, employees are often “satisfied” for reasons contrary to the interests of the business. While engagement relates to satisfaction and loyalty, it also measures other unique information and directly connects to business outcomes such as retention, safety and productivity. A satisfied employee is not necessarily an engaged employee.
Employee Engagement Crisis in the U.S.
Loyal and psychologically commiteed; more productive; more likely to stay with the company
Productive, but not psychologically connected to the company; more likely to miss workdays; more likely to leave
Physically present but psychologically absent; unhappy; share their unhappiness with colleagues
Measuring engagement alone does not bring about improvement. It is what happens after the survey that will help to improve employee engagement and organizational outcomes.
The secret to organizational growth and improved performance outcomes is sustaining employee engagement. Only when you maintain employee engagement does it lead to improvement — when employees are continually working toward team goals and looking for new ways to further team success. Engagement is never done; you must keep it alive and strong.
Employees, managers, and companies must continually focus on engagement to fully maximize its impact on performance and the bottom line.
And the James Paul Group will be with you all the way through, not only helping you administer the survey, but helping you interpret the results and putting a plan in place to ensure future engagement.