Call +1 650.577.9604 anytime for CustomInsight Sales or Support

Benefits of Employee Engagement

  • 22% in profitability
  • 21% in productivity
  • 10% in customer ratings
  • 41% in quality defects
  • 48% in safety incidents
  • 37% in absenteeism*

More engaged groups show these improvements, when comparing engagement levels for the top 25% to the bottom 25% of Gallup's survey database.

Identify, Understand, and Fix Employee Engagement Problems

Experience Actionable Results

More Depth

You can view your results by any of your demographic groups, such as location, division, department, level, and even by individual manager.

More Precision

Heat-mapped cross-tabbing enables you to quickly pinpoint problems that might have been otherwise overlooked.

👍

User Friendly

Consumer-grade design is easy to navigate. Just click on results to understand what's going on behind them.

Employee Engagement, Strategic Alignment, & Performance

Focal ORG measures the four key components that drive workforce performance

Focal ORG starts with a list of carefully selected and statistically validated survey items. Once employees have completed the questionnaire, the engagement dashboard takes you deep into the survey results to understand the dynamics of engagement throughout your organization. Learn more about our statistically-based engagement and performance model

diagram mobile stern woman with diagram

Employee Engagement Dashboard

Probe deeper with powerful analytical tools

This is where things start to get exciting!

The Employee Engagement Dashboard is a powerful online analysis tool that provides a detailed picture of engagement and disengagement throughout your organization. It gives a new level of meaning to the survey results. The dashboard is structured around a research-based model of employee performance that includes engagement, strategic alignment, and manager competency.

The online dashboard lists the key drivers of engagement and highlights areas in the organization where engagement is low. The targeted comments and actionable metrics don't simply measure employee involvement and motivation levels. They provide actionable details that will enable you to plan a strategy for increasing levels of employee commitment and workforce effectiveness.

Scalpel vs. Sledgehammer

Regardless of how a company is doing overall, there are always things happening further down in an organization that are having a negative impact on engagement.

The dashboard enables you to quickly identify and understand these problem areas so you can take action with greater precision.

  • - Identify global engagement themes and issues across your organization
  • - Quickly spot "at risk" groups within your organization
  • - Drill down to understand local issues and group dynamics
View Sample Reports

Virtual Focus Groups

A customized survey for each and every employee!

Comments are often the most valuable part of the feedback process. They pick up where the numbers leave off, explaining what those numeric results mean and often even providing a solution to the problem.

We take "actionable results" to another level by asking targeted follow-up questions in the areas that are most relevant to each employee who completes the survey

This means our employee engagement survey probes deeper into the specific issues that are of concern to each one of your employees. Get specific details about not only what is broken, but also how to fix it.

Remember, measuring engagement and alignment with strategy is only the first step. The survey results will tell you what needs to be fixed, but it is up to you to take action on the results and implement activities and change initiatives that will increase the level of engagement, involvement, and commitment among your employees.

View a Focal ORG sample report

Employee Engagement Survey

Actionable results is the name of the game

Very short surveys that contain just a dozen or so items can do a great job of identifying whether you have problems with engagement, but they might leave you with more questions than answers. We recommend conducting a more complete baseline survey once a year, and then using shorter pulse check surveys in between.

Minutes

Is 7 minutes too much to ask?

That's how long it takes most employees to complete the questionnaire.


Our standard employee survey includes 50 carefully selected questions, similar to those on our list of sample employee survey questions.

Pulse check?

If you want to track engagement throughout the year, a Heartbeat™ pulsing survey can be launched at any time.


Our standard Heartbeat™ pulsing survey includes 18 items, and takes just 2 minutes to complete. This makes it short enough for "every day" use, while still covering the critical aspects of engagement.

Understand What Matters Most to Your Employees

By using a statistically based model of employee engagement

Employee Satisfaction is Not Enough

Employee satisfaction only measures how satisfied, happy, or content employees are. It does not measure their level of motivation, involvement, or emotional commitment.

CEO,
CustomInsight

In fact, satisfied employees might be people your oganization would be better off without.

Consider the following definitions of employee satisfaction and employee engagement.

Employee Engagement: The extent to which employees feel passionate about their jobs, are committed to the organization, and put discretionary effort into their work.

Employee Satisfaction: The extent to which employees are happy or content with their jobs and work environment.

Learn more about employee satisfaction vs. employee engagement

Are You Ready For An Employee Survey?

What is Focal ORG?

Focal ORG is an online software tool (SaaS) that helps you understand the drivers of employee engagement in your company. The questionnaire measures engagement as well as alignment with company strategy (values, goals, and strategic objectives).

What is an Employee Engagement Survey?

Engagement is measured using a survey or questionnaire which has been developed specifically for this purpose. The questionnaire should be statistically validated and benchmarked so you can be confident that you are measuring the things that are driving employee engagement in your company. Good employee surveys are based on research and statistics.

Benefits of an Employee Engagement Survey

Broadly speaking, there are two key benefits to increasing engagement. First is an increase in workforce performance (i.e. discretionary effort). Second is a higher retention rate (reduced turnover) among staff. These benefits are high priorities for any organization, regardless of the organization's purpose.

Key Features of an Employee Engagement Survey

Another important feature of a good employee survey is that the results must be actionable. This cannot be accomplished with a Gallup-style 12 question survey. There is no doubt that engagement can be measured with just 12 questions, but the results will leave you with more questions than answers. It is important to not only understand whether employees are engaged or disengaged, but also what is specifically driving workforce engagement or disengagement. In order to understand these drivers, an employee survey needs to study a broad range of specific, actionable issues related to engagement.

Engagement by itself is not enough to increase workforce performance. Employees also need to understand how the work they do contributes to the organization's goals and strategy. If employees are motivated but not aligned with strategic objectives, their effort could be wasted.

Improving strategic alignment also has another added benefit - it increases workforce motivation, morale, and commitment. When people understand the company's strategy, and how their work contributes to the company's success, that sense of purpose and direction will make them feel more involved and motivated.

Our recent research study, which focuses on disengagement, underscores the impact managers have on employee morale. Our research study shows that when managers fail to provide enough feedback, open communication, training, or direction, employee morale suffers. The benefit of an employee survey is that it will identify which managers are struggling, enabling the company to focus on programes, activities, and initiatives that give managers the training and tools they need to increase motivation and reduce turnover.

Our research indicates that engagement and alignment are the primary factors that drive engagement and lead to increased performance and higher retention. Our statistically-based model of employee engagement goes beyond "satisfaction" to measure four critical metrics of organization performance - engagement with the organization, engagement with managers, strategic alignment, and management competency.