POPin Blog

Just say YES – 4 Engagement Questions That Need Answering

Be honest. Don’t be shy. Tell us the truth. You’ve conducted engagement surveys in the past haven’t you? And they’ve been pain free and wildly successful, right? Well, chances are that if you’re a regular reader, then the answer is probably a resounding NO. But you know the PoPin team – a bunch of insane optimists, so we’re all about hearing YES. We want our clients to experience record breaking levels of employee engagement. Yet in order to get to the big YES of employee engagement, make sure you and your team are prepared to answer YES to these questions before you get started. Because if you cannot, you might find yourself in the awkward position of making things a lot worse.
  1. Will we DO something based on the survey findings?

If not, don’t bother. Don’t ask about something that won’t change or that you don’t intend to work on regardless of the answer you get. Making this mistake will make things worse. No doubt you’ve seen it in action. Feedback is requested, but there’s no action taken. The result? Employees that become more and more gun shy and disengaged. So make sure you commit from the outset that you will DO something significant with your findings.

  1. Will we report the results in a reasonable time frame?

Reasonable may be subjective, but hear us now when we say 12 months is not reasonable. Don’t make the common mistake of waiting for the perfect time to share your findings. Tell them what you learned and share what they mean to you. Communicate why you care about improving engagement — why it’s a win/win/win. Tell employees what you will be working on right away, what is going to be addressed down the road, and what won’t be changed…and why.

  1. Will we go more in-depth with follow-up interviews?

Asking employees follow-up questions can also bring to light specific examples of both good and bad practices that can be used in management development training. They also provide important insights into the impact of specific leadership practices.

  1. Will we commit to helping our managers do their part?Managers are the key to employee engagement, but they’ll need executive support to get the job done.Things like added training and coaching for managers on an ongoing basis will help make sure they stay focused on cultivating these engagement skills.