NEW – The Zircon Engagement Survey

August 30th, 2010 by Amanda Potter Leave a reply »

Would you like to assess the level of engagement in your organisation but do not have the budget or time to design a bespoke engagement tool from scratch? Over the past 12 months, Zircon have been working to create a flexible and valid online Employee Engagement Survey hosted by TLC Online.

Employee Engagement can be defined as the level to which employees are emotionally and intellectually vested in their
• Jobs
• Teams
• Organisation
• Customers
• Products and services
‘Engaged’ employees are those who feel consistently motivated to go above and beyond expectations, and commit to staying with the company over the longer term.

Why is it Important to Measure and Understand your Organisational Level of Engagement?

According to Bolchover, it is critical because the disengaged:
• have twice as much time off sick
• tend to describe themselves as constantly surfing the net
• estimate they spend the equivalent of a day a week on non-work websites at work
• send more than 20 personal emails a day
• have fallen asleep at work

Active disengagement at work costs the UK economy about £38bn a year (Bolchover D, 2005). There is therefore a direct correlation between engaged employees and financial results.

How do I Measure the Overall Level of Engagement in my Organisation?

Using the Zircon Engagement Survey, we can work with you to identify the core areas of engagement to be measured in your organisation from our list of 18 engagement factors (or we can research and design bespoke engagement factors for your organisation):
1. Authentic Leadership – By providing a clear vision of what the organisation is striving to achieve and ensuring the best decisions are made for the organisation. Authentic leaders know their own strengths and how to use them well. They help others develop theirs. They have a strong moral compass and they treat people right. They learn from success as well as mistakes. They admit mistakes, and encourage others to do so too.
2. Effective Management – By equipping managers with the skills and knowledge to make staff feel motivated and engaged.
3. Recognition and Reward – By ensuring consistency and fairness in the way employee effort and hard work is rewarded. People work for many rewards: success, approval, flow experiences, recognition, feelings of satisfaction, thanks, completion, or being with others, for example. Working for social or self-satisfaction rewards can be highly motivating and engaging. Also known as positive reinforcement.
4. Resources to do the job – By providing the tools, knowledge and supportive environment for all staff to do their job effectively. The more resources available to people in their work environment, they more motivated and engaged they will be at work.
5. Customer Treatment – By ensuring customers are provided with the service they want and expect from the organisation
6. Commitment to the organisation– By having pride in the organisation as the best place to work and feeling a sense of loyalty to the organisation
7. Responsibility and Authority – By providing staff with the appropriate level of responsibility and decision making authority
8. Open Communication – By developing and encouraging open communications and knowledge sharing across the whole organisation.
9. Career Advancement – By encouraging staff to progress their careers and providing opportunities for growth and progression.
10. Team Cohesion – By creating the environment for staff to feel part of a truly supportive network. Invest in the relationships between people. It is through these relationships that information and resource flow to where they are needed. It is these relationships that allow organisations to be responsive to change and to bounce back quickly from trauma.
11. Learning and Development – By providing training, development opportunities and mentoring to enable staff to develop in their careers
12. Challenging Work – By ensuring staff feel stretched and have the autonomy to deliver, we enable people to deliver and be the best they can be.
13. Fair Treatment – Treating all staff with respect and encouraging them to feel valued. Develop an appreciative, eye, ear and tongue. This will help you recognise and grow the organisational strengths and resources.
14. Using strengths and talents – People playing to their strengths are effective, successful, engaged and energised. People encouraged to use their strengths at work are about 2 & 1/2 times as likely to be engaged as those who are encouraged to focus on their weaknesses. They are particularly more likely to be engaged if they get to use their strengths every day. Those dutifully struggling with weaknesses are slow, ineffective and demoralised.
15. Goal Setting – At its best goal setting provides opportunities for people to experience plentiful, positive and meaningful work.
16. Meaningful work – When people are engaged in work that they experience as meaningful, they are more engaged. People can be helped to create positive meaning at work, particularly when groups are given the opportunity to collectively to discover why their work is meaningful to them, to the organisation, and to the world.
17. Positive Environment – Positive emotions are really good for the workplace. They aid creativity, working together, problem-solving, communication and information-sharing. Make your workplace somewhere people enjoy being because it makes them feel good.
18. Open to change – Directive planned change is ineffective: the evidence is overwhelming. Effective change leaders create the conditions for change to emerge. They work with the emerging process of change. They engage the whole organisation in discovering how to go forward.

After sending the Zircon Engagement Survey to your employees, Zircon will calculate the level of engagement for the whole organisation and each of the relevant business units. This is calculated as a percentage.

Research suggests that best employers achieve an engagement rating of 74% or above, however many organisations only achieve an average rating of 49%. If you would like to measure the level of engagement will be in your organisation, departments or divisions, please contact Amanda Potter on 01737 555 862

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