The Impact of a Communications Strategy and Five Step Survey Process On the Improvement of Employee Engagement

Summary

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This section presents a continued series of article which examines the methods of measuring and improving employee engagement. A positive result of using focus groups has been the improvement in the 'team working' section which indicated that the teams were working much better together. This was particularly the case in the shift handovers which were carried out much more smoothly. The biggest benefit to the department is one of feeling involved and listened to. The five step process for the delivery of the employee engagement survey worked very well in the Powders/LVC department and was successfully validated in the Blow Moulding department. The use of focus groups proved to be very successful in building trust between staff and management and resolving the issues surrounding low or unexplained employee engagement scores. The fact that members of the focus group and staff often suggested the remedial action and went on to implement it was very encouraging.

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Extract

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The Impact of a Communications Strategy and Five Step Survey Process On the Improvement of Employee Engagement

1. Background to phase three action research case study

In the last Journal (Spring 2009) the action research case study focused on the impact on employee engagement of allowing the department manager to step out of his operational role and concentrate exclusively on implementing the department's 5S exercise. The findings from phase two of the research highlighted the need for a defined process for the issue and completion of the employee engagement survey and for the investigation of low or unexplainable results. All too often in large surveys the questionnaires are passed out for completion and employees are left to their own devices as to how they complete them or, in some cases, how they do not complete them.

In 2002, at the start of the Boots Manufacturing (BM) employee engagement survey, the questionnaires were distributed to the department managers who then passed them down to their team leaders for them to explain the objective of the survey to the members of their team.

There was a great deal of variatio...

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