Make employee surveys more meaningful
Peter Drucker, founder of modern management, famously said, “what gets measured, gets managed.” As we progress in this new economy and focus on tapping into employees’ sense of purpose, a set of new metrics for measuring employee sentiment are sure to emerge. While methods for capturing a fulfilling employee experience will vary by organization, they should aim to evaluate how well employees feel their work provides the three foundational elements of fulfillment: a sense of belonging, creating value beyond oneself, and personal growth. Considering how well your current survey addresses these items is the first crucial step to capturing data that will enable your organization to take action toward a more meaningful experience for employees.
The standard battery of engagement questions does address certain elements of meaning and fulfillment—either directly or indirectly—so you may be capturing some useful information already. Recognizing that an overhaul of enterprise-wide engagement surveys is not likely in the short-term, consider starting your organization’s journey to a culture of purpose by including three simple questions—or doubling down on existing similar ones—on your next employee survey:
- Do you have meaningful relationships at work?
- Are you growing personally and professionally at work?
- Is your work making an impact that is meaningful to you?
Gauging employee fulfillment is a strong first step, and finding ways to formally incorporate goals for these metrics into broader organizational objectives will ensure accountability for managing toward a more purpose-driven workforce.