To view the on-demand webinar for this presentation see the below link: https://success.qualtrics.com/survey-process-tips-watch.html?utm_source=slideshare Measuring employee engagement can drive positive organizational change and increase revenue, retention, and overall productivity. However, mismanaging your employee engagement program can actually decrease trust, accountability, and empowerment amongst employees. Join Qualtrics and Sarah Marrs, Employee Engagement Specialist, as we discuss common pitfalls that undermine engagement programs along with some practical tips to ensure a successful experience.

1. Employee Engagement
Best Practices
Tips to Increase Trust, Accountability, & Empowerment`

2. Housekeeping o This presentation is being recorded, a copy of the
presentation and slides will be distributed within 48
hours
o Please chat questions throughout using the chat
window, we will designate time at the end for Q&A
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@Qualtrics #EmployeeEngagement

3. • Introductions
• The Disengaging Engagement
Survey
• Tips to Increase Trust,
Accountability, and Empowerment
• Q&A
Today’s Agenda

4. Introductions
SARAH MARRS | QUALTRICS
Employee Engagement Specialist
sarahm@qualtrics.com
JORDAN MENZEL | QUALTRICS
Employee Insights
jmenzel@qualtrics.com

5. Customer Insights
Voice of the Customer Programs
Customer Satisfaction Surveys
Net Promoter Systems
Website Experience Feedback
Employee Insights
360-degree Employee Feedback
Employee Engagement Surveys
Employee Satisfaction Surveys
Exit Interviews
Market Insights
Ad Testing
Concept Testing
Market Research
Academic Studies
All your insights in one place

6. The
Traditional
Engagement
Program
The Disengaging
Engagement
Survey
&

7. The Traditional Engagement Program
INPUTS
Questionnaire
Hierarchy
OUTPUTS
Executive presentation(s)
Manager reports
Ad-hoc reports
ACTION
Overall business
action plans
Team action plans
THE SURVEY
Response gathering

8. Complicated models
or terminology
Questionnaire
Inputs
TRADITIONAL COMPONENTS
NEGATIVE SETBACKS
Hierarchy

9. Pressure on people
to respond
Response gathering
The Survey
TRADITIONAL COMPONENTS
NEGATIVE SETBACKS

10. Outputs
Management holds data
Executive presentation(s)
TRADITIONAL COMPONENTS
NEGATIVE SETBACKS
Manager reports
Ad-hoc reports

11. Action
Management holds action
Overall business
action plans
TRADITIONAL COMPONENTS
NEGATIVE SETBACKS
Team action plans

12. Trust
Accountability
Empowerment

13. Trust
Employees must trust the people and
processes of their organization in order
to go the extra mile
WHY IT’S IMPORTANT TO ENGAGEMENT:
WHAT THE TRADITIONAL SURVEY MEASURES:
o I trust my immediate manager
o I trust the senior leadership of this organization
o There is open and honest two-way communication in
this company
WHAT A DISENGAGING ENGAGEMENT SURVEY DOES:
o Doesn’t trust employees with all the results
o Lets employees be the last to know information
o Doesn’t talk about bad scores

14. Accountability
Employees who have a sense of ownership
feel encouraged to be part of the solution
WHY IT’S IMPORTANT TO ENGAGEMENT:
WHAT THE TRADITIONAL SURVEY MEASURES:
o I am given the opportunity to be involved in
decisions that affect me
o My manager listens to my ideas
o I am held accountable for results
WHAT A DISENGAGING ENGAGEMENT SURVEY DOES:
o Gives management all the ownership to act
o Keeps action planning hierarchical
o Measures only organizational accountability,
not individual

15. Empowerment
Engagement is about wanting to contribute –
employees need the tools and resources to
drive action
WHY IT’S IMPORTANT TO ENGAGEMENT:
WHAT THE TRADITIONAL SURVEY MEASURES:
o I feel empowered to come up with new ideas
o I feel I’m able to communicate freely up the line
o I understand how my role contributes to the
company goals
WHAT A DISENGAGING ENGAGEMENT SURVEY DOES:
o Requires training to interpret results
o Expects employees to defer to their manager
for action
o Carefully cascades team results

16. Keep your engagement
survey engaging
Keep the survey model simple and intuitive to interpret
Maybe even have 2-3 crowd-sourced questions
Think about asking questions that get to the individual’s
role in their levels of engagement
INPUTS
Questionnaire
Hierarchy

17. Keep your engagement
survey engaging
THE SURVEY
Response gathering
Avoid pressuring people to take the survey
Do not see response rates as a measure of success!

18. Keep your engagement
survey engaging
OUTPUTS
Executive presentation(s)
Manager reports
Ad-hoc reports
Let the employees see the data – you’ve got nothing to hide
Avoid a lengthy cascade
Let teams discuss without the manager
Talk about bad scores

19. Keep your engagement
survey engaging
ACTION
Overall business
action plans
Team action plans
Allowing sharing and transparency across the org
Ask people what they think would help – and expect them
to contribute
Open up personal awareness of engagement
Try to use existing platforms where possible

20. Q&A