Introduction

This article explains what Employee Surveys are and how to calculate the Engaged Index and the score. This information is useful to global business units interested in using Employee Surveys.

About Employee Surveys

The first stage of any employee engagement journey is to create a space for open and honest communication. Without knowing the current heartbeat of their business and giving their employees a way to speak up, our clients can't be confident they're making investments in the right areas or correctly understanding the needs of their people.

With Employee Surveys, we’ve removed the guesswork to allow our clients to keep a direct line to the pulse of their people.

We offer a few ways to support clients in measuring engagement and other work topics. The Engaged Index is a quick pulse survey with a powerful and unique metric that measures an employee's commitment to acting in the best interest of their company. The Engaged Index is an efficient and easy way to keep up with the current feeling of employees and to track changes over time. To change and evolve their employee engagement strategy, our clients may need to fine tune further into what the results show. That’s where Survey Templates and the Custom Survey Builder come in – giving our clients the freedom and flexibility to receive relevant insight from their employees on the areas and themes of engagement that matter most to them.

About the Engaged Index

The Engaged Index is a four question survey with a proprietary metric to measure engagement over time. It measures a group's likelihood to act in the best interest of your company. Measuring the Engaged Index once can help you gauge how your employees feel about working at your company and remove any engagement blind spots you may have. Measuring the Engaged Index over time will help you determine whether the actions you are taking are having the impact you hoped. 

How the Engaged Index Is Calculated

To determine the Engaged Index, people are asked to respond to four Indicator Questions scored on a Strongly Disagree (0) to Strongly Agree (10) scale:

• I am motivated to go above and beyond what is expected of me in my job.
• I would stay with [COMPANY] if offered a similar job elsewhere for slightly higher pay.
• I would recommend [COMPANY] as a place to work.
• I would recommend [COMPANY]'s products and services?

The Engaged Index score is achieved by subtracting the percentage of those that scored at least three of four indicators 0-6 from those that scored at least three of four questions 9 or 10. 

The individual responses to each of the Indictor Questions are telling and have solid predictive power. Combining them enables you to capture the most complete picture of engagement in your company and see actionable insights not available on traditional eNPS surveys.

About the Employee Net Promoter Score (eNPS)

Net Promoter Score – or NPS for short – surveys are used by companies to gauge brand loyalty with a simple question:

On a scale of 0-10, how likely are you to recommend [brand/company name] to a friend?

An Employee Net Promoter Score – eNPS for short – works with the same premise except it asks the question:

On a scale of 0-10, how likely are you to recommend [company name] as an employer to a friend?

This is the first step to understanding the employee feeling towards a company as it offers a simple, unbiased, and clear indicator of satisfaction. 

There is just one more step in the survey, which is the question: "Please tell us more about why you chose [score]?" This provides the employee with the opportunity to give additional, free text feedback for the employer to gain qualitative feedback in addition to the quantitive scores.

What the Scores Mean

Promoters

Those who answer the question with a score of 9 or 10 are classed as Promoters.

These employees will typically be more engaged, will stay with the company for longer, refer other candidates to join the team, and generally be more productive and motivated at work. 

Passives

Those who answer the question with a score of 7 or 8 are referred to as Passives.

This typically means that these employees are generally satisfied. They feel some areas are lacking that would make them more engaged, enthusiastic, and happier with their position and their employer. 

Detractors

Answering the question with a score between 0 and 6 signifies a Detractor.

These individuals are generally not satisfied and are more likely to leave the company, be unmotivated in their job, speak negatively about their employer, and produce lower quality work. 

What Survey Templates Are

We've worked with industry experts to produce a library of curated survey templates. These surveys are designed to make life easier for clients and have been specifically designed to meet their goals by uncovering areas to invest in order to drive positive change. As part of the setup process, clients will also get access to best practice guidance around sending the template. The survey templates will all include a focus on employee engagement although they serve different purposes.

The templates include a selection of surveys that are in line with our Engagement Bridge model:

• Open and Honest Communication
• Purpose, Mission, and Value
• Leadership & Management
• Job Design, Learning & Recognition
• Pay & Benefits, Wellbeing & Workspace

There are many others to choose from aw well, covering a range of common workplace scenarios:

• Follow-up and Action – Measuring the impact of a change regarding how people are feeling, eg. after a merger, a benefit introduction, a rebrand, etc.
• The Cold Hard Truth – Encouraging open and honest communication by asking people through the stop, start, and continue methodology.
• Ideas Register – Collecting ideas from employees on how they think your business could improve.
• Open Dialogue – Allowing people to give feedback on their strengths, weaknesses, and how they can improve in relation to those they work with most. This is for everyone, not just managers.
• Exit Interview – When people leave it can be hard, it's also an opportunity to make sure that the reason is for leaving known and improvements can be made to help retain employees in future.
• Onboarding Interview – Bringing people into an organization in the right way is incredibly important to set them up for success. This survey uncovers areas that can be made better for future hires and allows any potential misconceptions to be put right before they become reasons for people to leave.
• Check-in – Forget a lengthy survey - this is a quick and simple happy or sad metric to get a sense of how people are feeling in that moment.

About the Custom Survey Builder

The Custom Survey Builder gives clients the freedom to build their own survey from a choice of different question types. Clients can create their own survey on any topic they like.

How the Custom Survey Builder Works

A client can create their own survey from scratch whenever they like using the four main question types – multiple choice, single choice, open answer, and a rating scale and the question separator. Surveys are sent out to employees by email or any other channel using the web link option. For email surveys, clients are able to schedule reminders, too.

The employee user journey for the survey is hassle-free and super easy. 

Availability & Cost

The Employee Survey product is available to all clients in all countries. If you are a current Reward Gateway | Edenred client, you can use the eNPS Survey at no charge. Simply contact your Customer Success Manager. For further information and pricing, contact any of our Consultants or Client Success Managers. 

Useful Resources

• Why Use Employee Surveys From Reward Gateway | Edenred