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Employee Engagement Surveys – Finger On The Pulse Research

by fotpresearch
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We conduct employee engagement surveys and feedback research driven around the specific needs of our clients, in terms of scope, process and deliverables.

Employees and their performance are crucial to the overall success of your company.  It’s essential to make sure that your workforce is engaged with and aligned to your strategy – engaged colleagues lead directly to improved performance for your business.

In addition to ensuring your teams have all the tools they need to do the job and are having regular 1:1’s with their line managers, engaging an independent third party such as Finger on the Pulse Research, to undertake a regular Employee Engagement Survey will enable you to understand and measure the level of employee commitment, engagement, motivation, but also how they feel about the strategic direction of the business and whether they’d recommend others to work for the company.

All this needs to be measured to ensure your business and your whole workforce are pulling in the same direction and working together to deliver strong performance and growth. This is where Finger on the Pulse Research come in.

Conscious of the maxim that ‘you shouldn’t mark your own homework’, engaging FOTP Research, a specialist B2B research company, as an independent third party to work with you, is the best way forward to develop and conduct an Employee Engagement Survey for you.

We will work with you to:

  • Understand your requirements
  • Develop the survey
  • Conduct the Employee Engagement Survey
  • Analyse the data and
  • Present the insights

Step 1: Scoping the target respondents and understanding your business

We hold initial meetings with our clients to achieve the following:

  • Clarify research requirements and potential areas to measure
  • Understand current processes and business characteristics
  • Agree the appropriate employee groups to gain feedback from
  • Recommend and agree an appropriate sample size
  • Provide a full project schedule to include timelines and deliverables

Step 2: Qualifying the core components of successful relationships with your employees

  • The key drivers of employee relationship performance are identified by conducting a number of in-depth telephone interviews with a sample of your employees
  • The output of these interviews are clearly defined Performance Areas and the individual Performance Attributes that determine your employee engagement
  • Alternatively, we can work directly with the client and based on our shared knowledge, can determine the list of Performance Areas and Attributes to be measured
  • An appropriate research solution is suggested and agreed upon, which could include online surveys, focus groups, in-depth interviews and telephone interviews

Step 3: Measuring the pulse of your employee satisfaction

  • An online survey with a combination of ratings and “open text” boxes is used to gain employee feedback on how they rate your company on the agreed Performance Areas and Attributes
  • The Performance Areas and Attributes measured are those we defined from the earlier qualifying interviews and/or client discussions

Step 4: Reporting via scorecard and identifying strengths and weaknesses in your employee relationships

Output of results include:

  • An employee relationship health Scorecard
  • A measure of performance for each Performance Area and Attribute
  • Verbatim comments providing further insight into the ratings provided
  • Identified employee engagement strengths and areas for improvement
  • Data analysis and recommendations to help you drive stronger employee engagement
  • Improved Employee Engagement

    Asking for and getting feedback from your colleagues who are at the heart of your business through one of our Employee Engagement Surveys will demonstrate to them that you are genuinely interested in their “voice”.  Responding to and acting to address their concerns will generate goodwill and improve motivation.

    Increased Productivity

    If you have got a happy workforce, their productivity will increase.  In tough and competitive market conditions, one of the key enablers to success is having a fully-motivated workforce working with you to deliver against your business objectives.  An Employee Engagement Survey will generate insights illustrating the level of “happiness” amongst your workforce and more importantly, highlight what your company should do to make your employees happier.

    Competitive Advantage

    Existing research suggests that companies with more engaged employees perform better financially.  Engaged employees are more attuned to the needs of both your customers and suppliers.  Strong employee engagement should result in lower staff turnover, reduced absenteeism and an increase in productivity.  Therefore, an engaged workforce is no longer a “nice to have” but a significant competitive differentiator.

    Continuous Employee Engagement

    How can you drive a culture of strong employee engagement without having regular & objective feedback from your colleagues, through an independent 3rd party? Actionable insights from our Employee Engagement Surveys will illustrate how you can continue building and maintaining a motivated team that effectively supports you in reaching your business objectives.

    The FOTP Overall B2B Pulse score is 69.7. This is a solid score, based on feedback from 192 B2B Sales Professionals who took part in the survey.

    Whilst the last 12 months have been tough, there is more optimism about the future.  This is illustrated by two of the four metrics that make up the Pulse Score where “Business Performance for the next 12 months” scored 75.3, 8.2pts higher, compared to the score reflecting Business Performance of the previous 12 months (67.1).

    When asked about strategic priorities for the next 12 months, there is a sense that B2B Sales Professionals are “shoring up” existing business/clients, rather than actively recruiting new clients.

    73% of B2B Sales Professionals indicated that “growing business with existing clients” was their top priority, compared to less than half saying the same about bringing in new clients.  In addition, 1 in 4 ranked “bringing in new clients” last in the list of priorities.

    Reinforcing this sense of consolidation, the other top ranked priorities focus on “understanding clients’ changing needs”, “adapting products and services to the changing market trends”, “driving New Product Development”, and “developing current and fresh ways of advertising/promotion”.

    More immediately, B2B Sales Professionals are having to counteract the impact of shortages in key product lines, with availability and supply chain disruption still causing significant issues. Businesses are developing a range of solutions to deal with this, from identifying/sourcing new or more reliable suppliers, focusing on forward planning/forecasting and adjusting product range/offering.

Click Here: employee engagement surveys

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