Employee engagement matters because more engaged groups show these improvements:
Increases:
Decreases:
Our algorithms automatically probe respondents to provide extra help where it's needed most.
The survey takes just 10 minutes to complete and the results are ready right away.
Intuitive dashboard identifies top priorities for your whole organization and individual groups.
Improvements across the organization can be achieved quickly via included progress checks.
We've helped thousands of organizations, including most of the Fortune 100.
Our world-class software platform and client service ensures your survey's success—or it's free.
CustomInsight is a global provider of engagement surveys. Our Employee Engagement Survey, Focal ORG, starts with a list of carefully selected and statistically validated survey items. Once employees have completed the online questionnaire, the engagement dashboard takes you deep into the survey results to understand the dynamics of employee commitment and engagement throughout your organization. Employee feedback is invaluable for HR to gauge the pulse of the organization and, in turn, develop communication, trust, and action plans. Learn more about our statistically-based engagement and performance model
The Employee Engagement Dashboard is a powerful online analysis tool that provides a detailed picture of engagement and disengagement of the workplace, teams, and staff throughout your organization.
It's structured around a research-based model of employee performance that includes engagement, strategic alignment, and manager competency.
In addition, it identifies your top priorities throughout the organization using artificial intelligence that replicates the sophisticated analysis performed by leading experts. All information is based on the feedback received from the employee engagement survey results.
The targeted comments and actionable metrics don't simply measure employee perception, involvement, and motivation levels. They provide actionable details that enable you to plan a strategy for increasing levels of employee commitment, team commitment, and workforce effectiveness.
Regardless of how a company is doing overall, there are always things happening further down in an organization that are having a negative impact on engagement. Analysts and HR know that low engagement has a high cost.
The dashboard enables you to quickly identify and understand these problem areas so you can take action with greater precision.
Comments are often the most valuable part of the feedback process. They pick up where the numbers leave off, explaining what those numeric results mean and often even providing a solution to the problem.
We take "actionable results" to another level by asking targeted follow-up questions in the areas that are most relevant to each employee who completes the survey.
This means our employee engagement survey probes deeper into the specific issues that are of concern to each one of your employees. Get specific details about not only what is broken, but also how to fix it.
View a Focal ORG sample report
Very short engagement surveys that contain just a dozen or so items can do a great job of identifying whether you have problems with engagement, but they might leave you with more questions than answers. We recommend conducting a more complete baseline survey once a year, and then using shorter pulse check surveys in between.
Ten minutes—that's how long it takes most employees to complete the online, anonymous questionnaire. Our standard employee survey includes 46 carefully selected questions (with benchmarks), like those on our list of sample employee survey questions.
Ensure your improvements and action plans are on track by launching focused pulse surveys throughout the year—at no extra cost. Pulse surveys are concise, shorter employee engagement surveys designed to follow up and engage with employees. These flexible progress checks enable you to request follow-up feedback on any survey items from any employees.
Focal ORG is a complete employee survey solution that enables you to measure employee engagement and strategic alignment within your organization. We provide the assessment infrastructure, analytical tools, and expert advice to help you understand what matters most to your employees and to identify what you need to do to increase employee performance and reduce turnover. Get a complete picture of employee engagement in every part of your organization. Identify hidden trouble spots deep within your organization. Find out what is broken - and how to fix it.
Employee satisfaction only measures how satisfied, happy, or content employees are. It does not measure their level of motivation, involvement, or emotional commitment.
CEO,In fact, satisfied employees might be people your organization would be better off without.
Consider the following definitions of employee satisfaction and employee engagement.
Employee Engagement: The extent to which employees feel passionate about their jobs, are committed to the organization, and put discretionary effort into their work.
Employee Satisfaction: The extent to which employees are happy or content with their jobs and work environment.
Learn more about employee satisfaction vs. employee engagementFocal ORG is an online software tool (SaaS) that helps you understand the drivers of employee engagement in your company. The questionnaire measures engagement as well as alignment with company strategy (values, goals, and strategic objectives).
Engagement is measured using a survey or questionnaire which has been developed specifically for this purpose. The questionnaire should be statistically validated and benchmarked so you can be confident that you are measuring the things that are driving employee engagement in your company. Good employee surveys are based on research and statistics.
Broadly speaking, there are two key benefits to increasing engagement. First is an increase in workforce performance (i.e. discretionary effort). Second is a higher retention rate (reduced turnover) among staff. These benefits are high priorities for any organization, regardless of the organization's purpose.
Another important feature of a good employee survey is that the results must be actionable. This cannot be accomplished with a Gallup-style 12 question survey. There is no doubt that engagement can be measured with just 12 questions, but the results will leave you with more questions than answers. It is important to not only understand whether employees are engaged or disengaged, but also what is specifically driving workforce engagement or disengagement. In order to understand these drivers, an employee survey needs to study a broad range of specific, actionable issues related to engagement.
Engagement by itself is not enough to increase workforce performance. Employees also need to understand how the work they do contributes to the organization's goals and strategy. If employees are motivated but not aligned with strategic objectives, their effort could be wasted.
Improving strategic alignment also has another added benefit - it increases workforce motivation, morale, and commitment. When people understand the company's strategy, and how their work contributes to the company's success, that sense of purpose and direction will make them feel more involved and motivated.
Our recent research study, which focuses on disengagement, underscores the impact managers have on employee morale. Our research study shows that when managers fail to provide enough feedback, open communication, training, or direction, employee morale suffers. The benefit of an employee survey is that it will identify which managers are struggling, enabling the company to focus on programs, activities, and initiatives that give managers the training and tools they need to increase motivation and reduce turnover.
Our research indicates that engagement and alignment are the primary factors that drive engagement and lead to increased performance and higher retention. Our statistically-based model of employee engagement goes beyond "satisfaction" to measure four critical metrics of organization performance - engagement with the organization, engagement with managers, strategic alignment, and management competency.