Employee Engagement Surveys

Do you know what your employees really think about the organization? Research continues to show that inviting employees to share their thoughts and ideas can lead to process improvements, better productivity, greater profitability, increased morale, lower turnover and overall improved organizational performance.
 
With over 25 years of experience administering and analyzing employee surveys, TEA provides support services beyond that of other survey providers, resulting in your organization getting the best possible return on investment.  With a host of satisfied organizations willing to share their stories of how our surveys have helped create a more positive and productive culture, TEA brings credibility to the process as a third party administrator and assures complete confidentiality of employee responses.


Key Indicators of Engagement Measured by TEA’s Survey:

Engaged Employees – are committed to the success of their organization and bring their discretionary energy and passion to their work; go above and beyond what is expected, drive innovation and move the organization forward.
Partially Engaged Employees – do their job, but don’t necessarily go above and beyond what is expected of them – or do so on an inconsistent basis.
Disengaged Employees – include both passively disengaged, who show up but do only the bare minimum to keep their jobs and the actively disengaged, who sow seeds of discontent, thereby undermining their peers, supervisors and the organization.


Key Indicators of Satisfaction Measured by TEA’s Survey:
  • Executive Leadership Effectiveness
  • Supervisory Management Effectiveness
  • Communication
  • Pay
  • Benefits
  • Operational Effectiveness
  • Organizational Practices
  • Employee Development and Recognition
  • Work Life Satisfaction
  • Employee Commitment

Benefits of Conducting a Survey:

Customizable Survey – TEA will work with your Company to develop a customized survey based on our standard 68 item close-ended questionnaire.
Survey Administration – TEA will create an on-line and/or paper version of the survey questionnaire and will launch and monitor the survey during the data collection process.
Analysis & Reporting:

  • Breakdown by Demographic Groups – Survey results are reported and analyzed for the entire organization as well as broken out by demographic groups such as department shift, and geographical location.
  • Identify Strengths –Organizational strengths are clearly identified which can be communicated, sustained and further developed.
  • Identify Opportunities for Improvement – Important issues and concerns are identified so that action may be taken and the impact of improvement efforts can be measured.
  • Employee Engagement Index – TEA will show what percentage of employees are engaged, partially engaged, and disengaged and will make recommendations for actions necessary to move the organization to higher levels of employee commitment and productivity.
  • Comparison With Normative Data – In order to establish a frame of reference for judging the favorability of survey results and thus help determine appropriate responses to the findings, the data is benchmarked against national and industry specific norms.
  • Year-over-Year Comparison – After the completion of an initial employee survey, organizations are advised to have TEA administer subsequent surveys so that internal; benchmarking of the results can be made. This allows companies to track their performance over time, identify on-going trends, and develop necessary new action steps.

Delivery of Survey Results – A review of completed reports with appropriate company leadership will be held after all data has been collected, tabulated and analyzed. If requested, TEA will assist in feeding back the survey results to employees. TEA strives to deliver survey results within 3 weeks from the date the data is collected.

For additional information please contact Rob Strate, Director of HR Services, at 616.698.1167.