Two weeks ago I posted a survey on Survey Monkey. I wanted to tap the "employment engagement" awareness and knowledge of folks in my database, many of whom are readers here. For sure, I wanted to find out what you’re looking to discuss and learn about employee engagement.

The survey will be open for your response until Monday, 1/14/2008. You’re more than welcome to access it.

Here are some of my first reactions to responses and response rates.

The response rate was 2.2%. I value and respect the information this survey provided, but I intend to increase that response rate on future surveys. There will be future surveys.

The opening question–Are you familiar with the concept known as "employee engagement"?–received Yes by some 53%. 47% answered either No or Not Sure.  You can expect future postings that offer more than a simple, academic definition. That would be scarcely satisfying. Watch for postings that provide real-world examples, which were requested by 14% of those who completed the survey.

Almost 85% affirmed that they take specific actions to increase or improve employees’ engagement in the work they perform. Given the key role managers and supervisors play in stimulating and maintaining engagement among their people, that number is exceptionally encouraging.

However, only 17% are totally pleased with the current level of engagement among their employees. That’s not so encouraging. Something slips between the actions taken and the engagement resulting. 

That is probably why so many answered What would you like to read/know about Employee Engagement? with requests for ideas, processes, programs, and examples of how to improve and increase employee engagement.

The survey invited input of up to 3 topics you would like to read/know about. Here are the most-entered topic areas:

• How to increase or improve employee engagement (36%)
• How to motivate employees (12%)
• How to turn around those who are not engaged (10%)
• Suggestions for assessment, measurement, reward and recognition (5%)
• Evidence that employee engagement makes a difference (4%)

Tags: engagement, Management, manager, outcomes, Performance, responses, results, survey