What are some tools used to assess workforce engagement and environment (e.g., organizational climate surveys, employee satisfaction surveys, etc.).I am looking for three tools that can be used to...
I am looking for three tools that can be used to inform an organization of the working conditions from the eyes of its employees. Any amount of detail would help.
This can be a difficult issue to define given, many times, employees are sometimes fearful that if they speak out against the organization that they could face severe repercussions.
That being said, here are three assessment tools which a company/organization could use to assess engagement and environment in a workplace.
1. Anonymous surveys- If employees know that a critique cannot be traced back to them then they are more likely to admit to issues that they have with the environment.
2. Group discussions- Companies can bring employees together and state that they notice certain problems in the company and would like their employees' input on how to solve the problems.
3. Video surveillance- Post cameras which record the actions of employees. This will show how employees act and react to the environment and their co-workers.
One tool that is available is an Engagement Survey. Employee performance is tied to engagement with the job and company. Engagement is tied to emotional commitment to the job and company.
Emotional commitment is different from rational commitment, which comprises the logical reasons one should perform well on and retain employment with a job and/or company. The quality of performance is tied closely to emotional commitment, which comprises the employee's feeling about their work and contribution.
Emotional commitment, the measure of engagement, determines whether the employee will go beyond the minimum requirements of the work and job description.
I would have to question the third option in #2. There are of course massive ethical issues about the use of filmed footage that may or be taken without the employees being aware of it. The way that this could be used to harm an employee and their position in the workplace would be extremely problematic.
I do agree that anonymous surveys would be a possibility, but it would be far better to organise an independent person to interview key people who is not in the pay of the management. Of course, gaining trust is something that would take time.