In addition to the gap in engagement scores between highly engaged organizations and their peers, less-engaged organizations also receive more comments on the drivers highlighted above. Our analysis shows the number of comments per employee is 21% higher for strategy, 16% higher for organizational fit, and 7% higher for growth.
What Highly Engaged Organizations Do Differently
The difference in engagement driver scores between high- and low-scoring organizations helps us pinpoint specific areas of the employee experience that can be improved, but there are also a set of behaviors that provide the foundation for creating a highly engaged organization.
These behaviors help to create a culture of continuous listening, allowing people leaders throughout the organization to make more data-driven decisions that unlock incremental improvements to the employee experience and show employees that they care. These behaviors are:
Soliciting feedback. Highly engaged organizations ask for feedback more often, with 45% surveying on a quarterly, monthly, or weekly cadence versus 26% of low-scoring companies. This reduces the time it takes for feedback to result in action and makes it easier to measure the impact of specific initiatives.
Acknowledging concerns. One drawback of traditional engagement surveys is that employees are often unsure if their feedback has been received, let alone actioned. Highly engaged organizations show that they’re listening, with 20% higher acknowledgement rates on employee feedback.
To learn more about the behaviors that set highly engaged organizations apart, and to see the full analysis of engagement driver scores, download our latest report now.