Employee Engagement Surveys

Guide on How Lucky Carrot Engagement Surveys Work

Employee engagement survey is a free tool implemented by Lucky Carrot, and
aims at measuring the levels of employee engagement. It is the extent to which
employees feel passionate about their jobs, are committed to the organization and put discretionary effort into their work.
Why is it important to take this into consideration? Engaged employees are more productive at work, they come up with better ideas and suggestions, are motivated to work hard, and are less likely to quit. Conducting a systematic employee engagement survey will help to find the factors that actually drive employees to perform their best, and also the ones that can put them off. It gives an opportunity to discover the disengagement causes and to work on them.

How it works

Anonymous answers to company culture-related questions is a good way of receiving
sincere feedback from the employees, and understanding their real problems and
concerns.

So, the employees start the survey by giving honest answers to such questions which will
give managers a lot of information about them, and the way they feel in the workplace.

What a good opportunity to improve workplace culture!

How do we measure the employee engagement score? When the employees pass the survey, the system counts the overall engagement score based on the answers, and the manager gets the full analytics of the survey,

Here you can see the overall engagement score of a conventional company.
This overall score, as well as the questions are based on the key metrics of engagement
which are measured separately providing the manager with profound and detailed
analytics.

All these key metrics of engagement are very important as they are the basis of every
well-developed and positive company culture. Now let’s pass through each of them:
The Happiness Metric represents the employees’ level of happiness at work and their
satisfaction with their work-life balance. For example, “I have my company’s support when
dealing with personal issues”.
The Relationship with Peers Metric represents trust, communication and collaboration
between peers. For example, “On a scale from 1-5, how much do you trust your peers?”.
The Satisfaction Metric represents how satisfied employees are with their compensation
and benefits, their role inside the organization, as well as their overall work environment.
For example, “How much does the environment of your workplace energize you?”.
The Feedback Metric represents both the quality and the frequency of feedback that
employees receive, as well as the consideration of their opinions. For example, “On a
scale of 1-5, how much chance is there that you will share your idea with the
organization?”
The Company Alignment Metric represents how employees align themselves within the
organization’s vision, mission and values. For example, “My company treats all its
employees from different backgrounds fairly”.
The Recognition Metric illustrates both the quality and the frequency of recognition
employees receive from peers and from managers. For example, “My organization
celebrates our accomplishments and learnings”.
The Relationship with Manager Metric represents trust, communication and
collaboration between employees and their direct manager. For example, “How much do
you think your manager is aware of employee pain points?”
The Personal Growth Metric represents the level of autonomy employees have, whether
or not they’re improving their skills and if they believe in the bigger purpose of their role.
For example, “I feel my job serves to accomplish company goals”.
The Ambassadorship Metric represents the level of pride employees have towards the
organization and if they would recommend their place of work to other people. For
example, “I feel proud when I think about working in my company”.
The Wellness Metric represents the level of stress employees feel at work and how they
perceive the organization’s efforts towards promoting healthy life habits. For example,
“My colleagues at work encourage me to stay healthy”.

So, the managers can see the top and weak metrics along with their scores. But there is
one more important insight! The question results are displayed in percentages, which
show the problems and drawbacks in a more specific way.

By studying all these essential insights with the help of Employee engagement survey,
one is given the chance of having a better understanding of the problems and concerns
of employees, and the opportunity of working on them. Having a positive company culture,
where employees are engaged and recognized, means higher levels of employee
productivity and lower levels of employee turnover, or simply a key to business growth.

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