Conceptual Model Of Engagement Survey

considerably higher performance.

1.3 Conceptual Model

It is proven that committed employees perform better. To design the survey, a deep understanding of the engagement`s drivers in the target organization is essential. Researches ensure engagement level is in a straight line correlated with the aspects of working life. However, the premium driver of all is a sense of feeling involved and valued. This has several key components like involvement in decision making, listening to the new ideas, rewarding the employees` contributions, developing the employees in their areas, and caring about employees` health and safety.

The aspects of work life that directly affect the level of employee engagements are briefed in the following figure. The figure

The first is through physical and electronic questionnaire; the former needs paper& pencil. The second is through interviews and this method requires a type of recorder for in person interviews or an app for recoding the calls for the via phone interviews.

1.4 Problem Definition:

With employee engagement, organizations can enjoy employee satisfaction, higher productivity, lower turnover, innovations and profitability.

The target organization suffers from high employee turnover. This means there is a problem with the employee engagement and satisfaction. High turnover leads to lower productivity, profitability, customer loyalty, and of course damage to the quality reputation.

To overcome the high turnover, an employee engagement survey is conducted to measure the level of employee engagement and to come up with a recommended plan to increase the level and achieve high motivated and engaged employees.

Chapter 2

2. Methodology

2.1 Deciding on the Appropriate Survey Methodology

At the outset, defining objectives will help to determine the methodology. To determine the methodology the following factors should be

In employee surveys, both quantitative and qualitative research methods can be extremely effective. Both methodologies can be followed effectively. For example, inviting focus groups before setting up the survey can help determine the survey content and the set of questionnaire. Moreover, the qualitative research can be used after data collection to better get a clearer picture on the quantitative results (RABIDBI support, 2008, Para. 11).

2.2 The Outline of the Engagement Survey Process

2.2.1 Identifying the target employees. A list of all employees including the left employees with the following information: Name- Grade- Title-Directorate- Line manager.

A total of 36 employee meetings will be conducted. And with regard to the employees who are already left, the existing employees will be asked about the left ones to learn from them why they think they left their work. Another meeting will be arranged with the left employees to ask them why they left. At this point, a comparison between the two answers is helpful in finding the root reasons.

2.2.2 Scheduling individual meetings.

Arrange meetings with each employee for a half hour, face –to- face meetings. We will use some Records and collect some feedback and backgrounds from them in a written form.

2.2.3 Conducting the survey.

Survey meetings with targeted employees were conducted individually as