This presentation describes the process of conducting Employee Engagement Survey in an organization by HR Consulting Firm.

1. Case Study on GearWorks
HR Consulting
Presented By-
Surbhi Jain

2. Introduction to GearWorks
 Financial Services Company
 Flagship Co- Gearworks Financial and Investment Co
 Collection of Rs 2000 Cr in 2014-15
 Avg Yield on Investments- 8.48%
 Current Strength-
 158 branches in 120 cities (Widespread Sales force)
 Employee Strength- 400 employees + 1500( feet on street
resources)
 60% employees have been working in the company for many years

3. Problems related to Employee
Engagement
 Career Path not properly defined-
 This may lead to unfair promotions for high potential employees.
 Attrition rate is low, it may be due to lack of motivation of the
employees as promotional opportunities are less. Hence an area
of concern
 Decision making is mostly centralized-
 Few leaders take decision at the top . No proper formal
process
 Perception difference – Clash of perception of old
employees and young talent.

4.  Create honest, open and productive employee communications.
 Address employees’ needs to be involved in decisions that affect them.
 Increase employee morale and employee productivity.
 Improve the quality of work for employees.
 Achieve better customer relations.
 Reduce employee tardiness, absenteeism and turnover.
 Measure the company’s vulnerability to unionization.
 Demonstrate to your employees that you value their opinion.
 Gain a competitive advantage by increasing your employees’ sense of ownership
Advantages of Employee Engagement

5. Ways to measure Employee
Engagement
Exit Interviews
Stay Interviews
Employee Surveys(Commonly Used)

6. Employee Engagement Survey Process
Prepare and
Design
Communicate
Survey
Implement
Survey
Analyzing
Survey
Action
Planning

7.  Purpose of Survey
 Gain insights into employees’ perception of their work at
GearWorks
 Make targeted improvements to GearWorks`
 Stakeholders Involvement
 Endorsement of survey from GearWorks` top management
(CEO Mr Raghav Singh)
 Ability to take action afterwards on the basis of the results
 Guarantee of anonymity
Phase 1- Prepare and Design Survey(Part 1)

8.  Drawing up the questionnaire
 Focus on main subjects
 Eg- Engagement, Leadership, Career Progression etc
 Question formulation- Neutral
 Survey scale- Likert scale(option of a neutral answer)
 Attractiveness of the questionnaire-
 Keep it Concise
 Questionnaire in various languages- Corporate Employees and
agents spread across 120 Cities would communicate in different languages.
Phase 1- Prepare and Design Survey(Part 2)

9. ENGAGEMENT DRIVERS
Autonomy / Empowerment
Recognition
Collaboration
Communication
Company Leadership
Pay and Benefits
Quality of Product or Services
Career Progression
Resources
Strategy Alignment
Supportive Management
Training and Development
Choose Engagement Drivers to base Survey on-

10. Engagement Questions
1. I feel proud to tell people where I work
2. GearWorks motivates me to go above and beyond in my role
3. I would recommend GearWorks to family or friends as a great place to work
4. I see myself working at GearWorks in two years time
Career Progression
5. There are good opportunities for career progression at GearWorks
6. My manager gives me the opportunity to try new things in my role which align with my career
goals
7. I have an understanding of my career path at GearWorks
8. I find my day-to-day work challenging and interesting
Employee Engagement Survey
Questionnaire

11. Company Leadership-
9. I have confidence in GearWorks` senior leadership team
10. I hear enough communication from the senior leadership team about what is happening at
GearWorks
11. The senior leadership team has communicated a vision for the future that motivates me
Recognition-
12. At this organization, we recognize and promote people based on performance
13. My team takes time to celebrate our successes
14. I receive positive feedback from my manager when I do a good job
Employee Engagement Survey
Questionnaire

12.  Set a positive tone and establish trust
 Increases the survey response rate
 Eg- Guarantee anonymity
 Methods of Communication-
 Meetings with Managers- HRs, Senior Management
 Introductory Email to All Employees
 sent out a week before the survey
 “100% participation to ensure that each and every employee's voice is
heard”
Phase 2- Communicate Employee Survey

13.  Distribution of Questionnaire
 Online questionnaire for White collar employees-
 email with a link to the questionnaire
 Printed questionnaire for Pink Collar employee(feet-on-street)
 Deadline period- 2 weeks
 Data Collection-
 Online Surveys
 Answers stored on Server
 Printed Survey-
 Install collection boxes at the various locations
Phase 3- Implementing Employee Survey

14. Phase 4- Analyze Employee Survey
 Structure Data to reveal
 Success
 Areas of Improvement
 Benchmarking
 Comparison of Survey results of GearWorks with those of similar
companies
 Eg- Pay and Benefits may receive low scores however we must compare
this with Benchmarked scores before taking any action.
 Identifying Trends
 Compare current scores with those from the previous survey
 Insight into the effectiveness of the improvement measures taken

15. Phase 5- Action Planning with
Employee Survey
 Providing information to the Management
 Present the results to the higher echelons
 Provide comparisons with other companies
 Providing information at group level
 Inform all employees with regards to following points-
 Response
 Important scores
 Points to be proud of
 Points for improvement
Cont

16. Phase 5- Action Planning with
Employee Survey
 Action Planning
 Prioritize issues and actions
 What will be done, by whom and by when
 Leaders should set an example by following agreed actions
 Monitoring
 Is Action plan incorporated in the evaluation system?
 Repeat the Survey
 Has improvement plan led to actual improvement in GearWorks?