Start by revamping current employee engagement surveys

Employee surveys are still an effective way to measure employee engagement, if done properly. There are three things to consider when revamping your surveys:

Content: Make sure the questions you're asking are meaningful. Ask straightforward questions about particular work instances and don't use jargon that can distract employees from offering a quick reaction to the question. Find ways to consolidate the number of questions you ask and avoid asking about the same topic or instance more than once. Employees are often pressed for time and a straightforward, simple set of questions will most often get the best responses.
Timing and format: Make sure you're sending surveys at the right time, in the right way. Reserve long-form surveys (where you ask more than 10 questions) for bi-annual or annual check ins. Instead consider sending pulse polls, which are short 3-5 question polls that are sent "in-the-moment," to get real time feedback on specific instances or activities. By keeping surveys brief and timely, you're likely to get more authentic feedback from employees.
Feedback: Make sure you leave open space for employees to provide constructive feedback and share potential concerns. Leaving open ended feedback sections allows employees to voice concerns and gives you an opportunity to identify specific issues. This is the best way to help employees feel heard and sure your company culture aligns with the needs of your employees.

Beyond surveys: Alternative solutions for measuring employee engagement

While surveys are one of the strongest tools you can use to measure employee engagement and satisfaction in real time, they shouldn't be the only tool leveraged. Surveys should be run alongside other activities to help employers get a holistic view of participation and engagement within their organization.

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Innovative solutions for measuring engagement levels accurately and routinely

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