The next time you're ready to conduct an employee survey or implement a new analytical tech tool to help gauge your team's participation within the company, remember that although digital metrics are typically deemed reliable, you may not be getting the full picture of their individual and department successes or pain points they're afraid to bring to your attention.
If you're looking to take a deeper dive beyond those latest results and understand the authentic pulse and morale of your staff members, below, 16 experts from Forbes Human Resources Council share questions that you should consider in order to encourage your employees to stay positive, more productive and motivated about their future with your business.
Forbes Human Resources Council members share their insight.
Photos courtesy of individual members.1. What's The Real Story?
In my personal view, surveys and tools can provide some insights, but they don't give the true story of employee engagement. So, in our manufacturing-based organization, I always compare and analyze other parameters, such as product rejection rate, accident rate and absenteeism rate. This approach has helped me quite a bit in understanding employee engagement and commitment. - Prakash Raichur, Taghleef Industries
2. Do Employees Participate In Other Events?
While surveys are typically the common method of gaining insight into engagement, other means, such as stay interviews, focus groups, attendance to events like town halls, social media engagement and other programs also provide anecdotal evidence of employee engagement. - Loren Rosario-Maldonado, Claro Enterprise Solutions, Inc.
3. Are Revenue Targets Being Hit?
I believe the obvious way to determine how engaged employees on the job are is using our survey methods and turnover rates. However, in my opinion, one of the best ways to gain insight into engagement is the level of profitability of the company. One of the first questions I ask is if the company is hitting its revenue and earnings before interest, taxes, depreciation, and amortization (EBIDTA) targets and exceeding them. Engaged employees are productive and that has a direct correlation to profitability. - Elizabeth Corey, Velosio
4. Are You A Trusted And Transparent Leader?
Most companies tackle this with engagement surveys, but this goes hand-in-hand with HR leaders having trusted relationships and transparent conversations with their employees. The data from surveys is important but for employees to feel comfortable giving their honest feedback, HR leaders need to be available, open to feedback and empathetic. Low survey participation is often an insight in itself. - Katya Daniel, Golden Hippo
Forbes Human Resources Council is an invitation-only organization for HR executives across all industries. Do I qualify?
5. Are You In Tune With What Employees Need?
Complement the "point in time" surveys with people acumen. Be tuned in to the "vibe" of the office by walking around the factory and sales floor. Set some time aside for catch-up sessions with employees, across the hierarchy, at their workspace. Listen to what they feel and believe in to make the organization a better place to work in. Implement their suggestions and then give them the credit for the benefits that arise from those suggestions. - Rohit Manucha, SIH AGH
6. Have You Conducted Entry Interviews?
Ask questions. I don't like surveys for this type of feedback, but what I do like are entry interviews. Take your population of staff members who have been with the company for 90 days or so, sit them down and ask interview-style questions. What did they like about the onboarding process? What can be taken out or improved upon? Ask the people who recently have gone through your onboarding process to ensure you are always getting one step better every day. - Greg Henderson, Whirks
7. Are Employees Proud To Re-Share Social Media Posts?
An unconventional way to gain insight into employee engagement is through social media. Employees that are actively engaged in the organizations are often seen resharing posts on major individual and organizational achievements and tagging their organization. When an employee wants to associate themselves with the organization, the way they work with it speaks volumes. - Tiersa Smith-Hall, The Hartling Group
8. Can Employees Provide Anonymous Feedback?
The best way to gain insight into employee engagement is to simply ask. Anonymous surveys can be an effective tool in determining engagement levels, allowing employees to answer honestly without fear of retribution. By inquiring what changes employees would like to see, employers can fix problems they may not even realize exist while re-engaging workers before they become permanently disengaged. - John Feldmann, Insperity
9. How Are You Measuring Engagement?
An organizational network analysis (ONA) is a great tool for measuring engagement because it captures employee connectivity, which is a key driver of the work experience. Examples of factors being measured include the type and quality of connections being formed by employees, the level of collaboration between teams, whether executives are engaging with junior staff and if turnover is correlated to low connectivity. - David Swanagon, PPG Industries
10. Do You Conduct Round Table Discussions?
Many times HR depends on surveys to gauge employee engagement. That works well, but oftentimes, round tables are effective too. Keep the round table small to encourage open feedback, and really come into the meeting to listen and learn what employees value or feel they need more of. If you foster an open and honest platform, many times employees will engage and be honest as well. - Heather Smith, Flimp Communications
11. Have You Established Focus Groups From Multiple Departments?
Establish a focus group of employees from different departments, not managers or executives, but frontline employees. Ask them to help with evaluating and bringing ideas to the table about ways to improve employee engagement. Employees talking to other employees to understand their current level of engagement and what they need to be more engaged is key. - Jenna Hinrichsen, Advanced RPO
12. How Do Employees Prefer To Communicate?
Connect with people and show an interest in their work. Pulse surveys are a great tool to measure your associates' level of engagement. Provide multiple outlets for associates to give feedback, share ideas and share positive stories about how they feel about the company and the culture. Beyond surveys, consider hosting a team meeting, peer group gathering or social outing. - Thalia Rodriguez, Tase Creative Solutions
13. How Well Do You Know Your Employees?
It's important for managers to walk around and talk to employees. In my opinion, there is no better way to gain insight than listening—whether hybrid or remote—to employee comments after you've formed a trusting relationship. Although employee surveys are also effective, one-on-one conversations give more insight into the issues and provide the HR department with an opportunity to address any concerns. - Frank Molinario, Security First Insurance Company Inc
14. Are You Asking The Right Questions?
Scheduling ongoing stay interviews are an excellent way for HR, managers and organizations to get the pulse of employees. Asking appropriate questions is effective, yet safe. Questions might include: Tell me about what a good day at work looks like for you. What does a bad day look like? What about your work energizes you or drains energy? What keeps you here? What might entice you away? - Tracy Maylett, DecisionWise
15. Have You Formed An Employee Resource Group?
Engage with or initiate an employee resource group to activate your most vocal resources. This will thereby extend your reach to informal assemblies that can provide an unfiltered point of view to complement your more formal listening strategies. - Mark Stelzner, IA
