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Employee Engagement Survey

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Surveys and Assessments for Employee Empowerment

  • Employee engagement surveys measure how passionate employees are about their work, how proud they are to tell people where they work, do they believe in the mission of the organization, and do they feel their work is valued and their talents are well utilized. Engaged employees are also more productive and creative.Unfortunately, only about 30% of employees are actually engaged. Another 50% are disengaged – meaning they are basically just along for the ride. Managers want to spend time improving engagement, rather than on administrative tasks like creating employee surveys and processing analytics. Employees want to know they’ve been heard, and a quick response goes a long way in building trust and credibility.

Need for these surveys arise when it is observed that employees:

  • Do not feel connected to the organization
  • Lack sense of ownership and responsibility towards the given job
  • Lack of acceptance towards initiatives taken by the management
  • Depict trust issues
  • Have higher attrition rate
  • Have higher attrition rate
  • Depict lack of acceptance towards initiatives taken by the management

These surveys help you identify

  • Key drivers of your employee engagement
  • Factors because of which employees get demotivated
  • Best practices within departments and cross-functional teams
  • Extent of role clarity among employees
  • Genuine feedback for the management, systems and processes
  • Impact of current programs, policies and procedures on employees
  • Depict lack of acceptance towards initiatives taken by the management

Post assessment data analysis help you

  • Set benchmarks across departments and levels
  • Create yearly engagement plans
  • Promote key drivers of employee engagements
  • Resolve issues which demotivate and disconnect employees
  • Take areas of opportunities from employee’s feedback and develop an improvement plan on it.

End benefit

  • Higher acceptability and ownership factor among employees
  • Higher trust among employees at different levels
  • Transparency and better communication at all levels
  • Lower attrition rate
  • Less efforts in setting and sharing expectations
  • An opportunity for an organization to strengthen its systems and procedures
  • Reflection on the current status of organization’s internal health

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