Have you conducted your first engagement survey and would now like to help your managers set objectives?
Here are a few examples of objectives that will allow your managers to take action while also involving employees more.
🚫To avoid introducing biases in future results, we recommend setting objectives that do not involve increasing the engagement score.
You want to encourage employees to answer honestly and not just give positive ratings.
Increase Participation Rate
Does a team have a particularly low participation rate? 🧐
Why not set an objective for the manager to take actions that will boost employee participation?
There are many ways to achieve this: reminders in meetings, planning time in the schedule, creating friendly competitions, offering rewards...
Follow our suggestions! 👉 For ideas to increase participation rates, click here.
A bonus or incentive pay could even be considered for managers who achieve a high participation rate in their teams.
Track Team Results
Manager involvement in an employee engagement process is crucial!
Therefore, setting objectives for actively tracking results is more than a good idea. This will encourage active investment and contribute to the success of the process.
Respond to Comments
The platform has the feature of responding to employees' survey comments.
➡️Want to learn more about this feature or how to enable it for managers? Read our article!
Setting a target, a ''number of comments responded to'' could be an interesting objective for a manager.
Employees will then see that their comments are read and considered, which can only benefit their participation in the surveys.
To guide managers in their next responses to employees, check out our best tips! 👌
'Results Presentation' Meetings
Meetings to present results to employees are an essential step!
Setting an objective for these meetings (frequency, number, etc.) helps ensure time is allocated for these discussions - so that actions perfectly align with employees' needs.
Improvement Actions
Whether the scores are high or low, they are designed to identify the next step in your journey to improve employee engagement.
It is therefore imperative to take action, of course!
Seeing actions taken based on their responses will make employees feel heard which, in turn, motivates them! ✨
You could set an objective with managers for the amount of actions to implement based on the results.
It could vary depending on the difficulty of the actions to be implemented: the more energy, involvement, and time required, the more the amount could be limited.
You could also set an objective for the number of engagement sub-factors to work on, based on the priorities highlighted in the platform.
To learn all about analysis and our result interpretation features, check out this section of our knowledge base 🤓
🚀Whatever objectives you set with your managers, they can significantly improve employee engagement, contributing to a positive and productive work environment, which goes far beyond the engagement score!