Introverted employees believe they are being ignored by their employer, according to new research from a customer and employee feedback firm.
Out of 1,000 UK workers surveyed by Qualtrics, 48% identified as introverts. Over half of that figure (55%) believe that their organisation doesn’t care about their opinions.
These concerns are shared by their extroverted co-workers too, with 46% of more outgoing employees saying their feedback isn’t taken seriously.
Overall, the underlying trend is that many employees feel that their voice is not being heard.
Why should you give employees a voice?
Failing to listen to what workers have to say will harm employee engagement. Employers will also miss out on ideas which could benefit their organisation.
For employees, they will gain greater job satisfaction and have more influence over how they work. Overall, it will help increase productivity, encourage innovation, and leads to greater staff retention.
Giving employees a voice is the primary way in which managers can measure the level of employee engagement within their organisation. They can see what members of staff feel positively about, and more importantly, what can be changed for the better.
How can it be done?
One of the best ways of giving employees a voice is through an employee engagement survey. When designing it, you’ll first have to decide what you want to measure.
If you’re aiming to gain an overall understanding of engagement in your organisation, you’ll need to ask questions covering lots of different areas.
A comprehensive employee engagement survey should include questions relating to several aspects of work, such as working life, the employee’s individual needs, how they feel about their team, the management, and potential for career growth.
The questions should be answerable on a scale of one to five, with five being the most positive response and one being the least. For example, this is what could be included in a section about working life:
|Working Life||Strongly Disagree||Disagree||Neither agree nor disagree||Agree||Strongly Agree|
|1. I understand what is expected of me in my role.|
|2. I have all the resources, tools, technology I need to do my job well.|
|3. I enjoy my day-to-day work tasks|
|4. There are clear processes and procedures in place for doing our work|
|5. I understand how my role helps the organisation achieve its goals and objectives.|
Open questions with written answers instead of the five-point scale can also be asked if you’re looking to gather further opinion on certain areas. Be warned though – the anonymous nature of these surveys means the answers may not be what you want to hear!
How should an employee engagement survey be presented?
For best results, an employee engagement survey should be confidential. If employees are expected to voice how they really feel, then they should be reassured that their answers are anonymous and they won’t get in trouble for being negative or critical about the organisation.
Although response numbers will be maximised if the survey is made mandatory, doing so may risk annoying or pressuring employees who are already disengaged. It may be better to communicate the benefits of completing the survey, such as how it will help improve the workplace.
How Deminos can help
Deminos can ensure that your survey and results reflect where you currently are with employee engagement. We’ll then work with you to create an action plan that will get you where you want to be.
We’ll achieve this through the following steps:
1) Helping you to plan your employee engagement survey
2) Communicating about your survey
3) Running your survey
4) Analysing and reporting your results
6) Survey results and reporting
7) Feedback and action plan, plus further support