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In the past two articles, we first defined employee engagement and then measured it. Now that we have received the results of our survey it is important to analyze the results to identify areas for improvement.
Employee engagement is defined as the emotional commitment the employee has to the organization and its goals. We measured this using a survey executed by a third party, where our company’s employees answered a series of questions designed by the polling company to measure key areas of employee engagement. Analyzing the results is the next step in the process improvement process.
Many times the analysis phase is not given proper consideration. Without analyzing the results, we may jump to solutions without knowing the true root cause. This premature action may waste time, wrongly consume resources and may even cause more issues, unknowingly.
The ideal way to perform analysis is to review the measurements and then brainstorm as a team to develop hypotheses about the root cause of the issues identified. Then if possible design tests to prove or disprove each hypothesis. It is very important to take the time to determine and verify each hypothesis before deciding on any solutions.
An important technique in the analysis phase may include graphically displaying the data. Tools such as Pareto Charts, Histograms and Line Graphs may lead to new hypothesis, so it is important to organize and display the data in a meaningful way.
With properly displayed data, the team can then look for possible causes. Most process improvement teams will be familiar with tools such as fish-bone diagrams and techniques such as the 5 Why’s. All useful tools to help in determining the root cause of an issue.
There are also third party organizations who specialize in analyzing these results and can help in offering insight and also help in suggesting possible solutions.
It is important to note that just because you score low in a given area in the survey, this is not always an area that needs your attention. The survey results should also include bench marking data to help you compare your company’s results with those of other companies in your geographical area and/or industry. This is important as it can help in determining which areas you should pay attention to in your analysis. If you find you have a low score in a specific area of interest, you may find that you also score higher than your competition. If this is the case this may not be an area you would spend time and resources trying to improve.
Given we have defined, measured and analyzed our company’s results our next step would be to implement solutions targeted to improve employee engagement. This will be discussed in my article to be published next week.