The obvious response to this is with an Employee Engagement Survey. Absolutely, this is your baseline for understanding how your employees are experiencing work and life in your organization. Healthy organizations, though, create a culture of continuous feedback that provides organizational leaders and HR with the tools to monitor and track employee engagement through various metrics. This includes pulse surveys, performance and productivity metrics, employee turnover and retention rates, and absenteeism and presenteeism rates.

In our previous post, we discussed how effective a virtual suggestion box can be at work. It can give your managers and senior leaders an opportunity to listen, creating an ongoing channel for feedback. Simply put, a virtual suggestion box can get the conversation going. What are the best practices to implement a virtual suggestion box?

Giving employees a space to share their ideas and opinions is a great way to improve engagement through candid, mult-directional communication. A suggestion box can be a meaningful way to involve employees and engage them with the workplace culture. It can help organization leaders expose and address issues, discover valuable ideas and suggestions, improve employee engagement, and build a culture of trust and continuous improvement.

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When you work with CustomInsight, you’ll hear us talk a lot about psychometric testing, benchmarking, and actionable data. All of these are essential to create “good” questions for an employee engagement survey. And, because there is a science to questions, this is often where in-house surveys or overly short surveys miss the mark. What is psychometric testing?