Staff Surveys - Employee Engagement and Satisfaction Survey - EESS A full staff survey for less than $200 USD or £100 .... Buy this morning... deploy this afternoon

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Home - Employee Engagement Satisfaction - Guide to surveys - EESS overview - How to purchase

What is Employee Engagement?

Organizations need individuals who will perform consistently at there best and who will be willing to ‘go the extra mile’.

Most employees want jobs that are interesting and provide motivating work.

Increasingly organizations are looking for a win-win solution that meets their needs and those of their employees. What they saying is that they are looking for an engaged workforce.

So what is Employee Engagement? It can be seen as a combination of commitment to the organization and its values plus a willingness to help out and support colleagues. It goes beyond job satisfaction and is more than motivation.

Engagement is something the employee has to offer, it is impossible to require engagement as part of the employment contract. Engagement is an emotional link to the organization, its purpose and its people.

When an employer delivers on their commitments (when by their actions they fulfil employees’ expectations), this reinforces employees’ sense of fairness and trust in the organization and generates a positive psychological contract between employer and employee.

Employer Brand

Engaged employees will help promote the brand of the organization and protect the employer from the risks associated with poor service levels or product quality. Similarly having a strong employer brand will help in attracting and retaining employees. An increasingly important factor in today's business climate.

Work Smarter not harder

Employee engagement is not about driving employees to work harder, but about providing the conditions under which they will work more effectively.  This is more likely to result from a healthy relationship with the organization as a whole as well as with managers and peers. Employee Engagement is wholly consistent with an emphasis on employee well-being. The old saying look after the penny's and the pounds will look after themselves is true for business - only the 'pennies' to look after are staff and their engagement.

Our Staff Survey solution

The BIR-EESS - a quick ready to run Staff Survey which uniquely looks at both the satisfaction and engagement of your people.

The BIR-EESS is:

• 100% web
• Instant reporting
• 360 analysis by company and department
• Benchmark progress - year on year, or period on period, or against other organizations
• Include your own questions

Sample Outputs:

The EESS looks at the following key factors:

• Clarity
• Communications
• Effective management
• Engagement
• Environment
• Equal Opportunities
• Health and Safety
• HR Policy
• Induction
• Loyalty
• Personal Growth
• Retention
• Team Spirit
• Trust

The EESS provides the following analysis as standard:

• Results by population - Board, managers, staff etc
• Demographics
  • Sex
  • Employed duration
• Future of the organization
• Why people want to work in the organization
• Specifically what they do not enjoy about the organization
• Activities that should be Stopped, Started, Continued or Changed (SSCC)

Prices:

We have priced this product to ensure it is affordable, and easily accessible.

Up to 10 staff/ responses	£99
Up to 50 staff/ responses	£300
Up to 100 staff/ responses	£500
Up to 250 staff/ responses	£1000
Up to 500 staff/ responses	£1500
Up to 1000 staff/ responses	£2000
Unlimited staff/ responses	£5000

all prices exclude VAT payable in the EU only.and are correct at 11/08 * subject to change

To buy the EESS now click here

Some definitions:

sat·is·fac·tion
n.

1. 1. The fulfillment or gratification of a desire, need, or appetite.
   2. Pleasure or contentment derived from such gratification.
   3. A source or means of gratification.
2. 1. Compensation for injury or loss; reparation.
   2. The opportunity to avenge a wrong; vindication.
3. Assurance beyond doubt or question; complete conviction.

en·gage·ment
n.

1. The act of engaging or the state of being engaged.
2. Betrothal.
3. Something that serves to engage; a pledge.
4. A promise or agreement to be at a particular place at a particular time.
5. 1. Employment, especially for a specified time.
   2. A specific, often limited, period of employment.
6. A hostile encounter; a battle.
7. The condition of being in gear.

survey

verb

1. To look at carefully or critically: check (out), con, examine, go over, inspect, peruse, scrutinize, study, traverse, view. Informal case. Idioms: give a going-over. See investigate.
2. To look at or on attentively or carefully: eye, observe, regard, scrutinize, watch. Idioms: have one's keep an eye on, keep tabs on.
3. To view broadly or from a height: look over, overlook, scan.

noun

1. A close or systematic study: analysis, examination, inspection, investigation, review.
2. A general or comprehensive view or treatment: overview.

Inappropriate use of Benchmark Data

Some of the more well established and well known Employee Engagement survey organizations state that the most important part of any survey is the benchmarking or comparison of your performance with that of other 'leading' organizations. This approach seems to have rubbed off on to many internal sponsors of staff surveys who demand very specific benchmarks, being unaware that they are diluting the accuracy of their analysis. This is like comparing apples and strawberries. Unless the culture of the two organizations is the same, the comparison is an interesting but meaningless activity - often costing a great deal of money.

Steve Bicknell of getfeedback.com a research analyst completing many Employee Engagement global projects concluded that the standard comparisons by industry sector are flawed. He challenged is it right to compare a Bentley employee to one from Vauxhall (GM) just because they are in the same automotive sector? 

The EESS provides the ability to benchmark against our core database, however we believe the best comparison you can undertake is that with a previous result - i.e. to show YOUR progress or change.

To find out how you can use the BIR-EESS™ in your organization or with your clients organization email us or phone on +44 (0) 870 7669651 or +44 (0) 208 230 0980

The BIR is a family of low cost organizational diagnostic and change tools aimed at identifying strengths and weaknesses in organizations of all sizes and sectors, providing an agenda for change. It is one of the fastest and most comprehensive ways of completing a SWOT style analysis on an organization.

The BIR family are quick to use, have high face validity, are cost effective and above all are engaging with users and lead to added value - quickly.

The BIR™ diagnostic tool set has been designed for use in Consulting, Organizational Development (OD), Change and Business growth.

Keywords:

staff survey, staff attitude survey, employee survey, staff 360, satisfaction index, employee engagement, engagement survey, employee dashboard, online survey, benchmarking, internal , benchmarking, external benchmarking, motivation index, EESS, index

Strategies and approaches for: Consultants, Business Advisors, Managers, Directors, Change agents, Accountants, Lawyers, Internal consultants, People Developers, HR, HRD, Venture Capitalists and OD Specialists. organizational change, organizational culture, organizational development, Human Resources, HR

In other words who ever you are — Rapid Business Diagnostics leading to Rapid Business Implementations!

The only measure for success is success.

© RapidBI 2000-2008 all rights reserved © Mike Morrison 2008

The BIR, the diamonds and the term RapidBI is © & ^TM Mike Morrison

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