How to know if your employees feel truly engaged?


By Caitlin Bethell, Head of Psychology


Employee engagement is the emotional commitment an employee has to their organisation.  For people to feel truly engaged within their organisations they need to feel focused, valued, included and inspired.  They need to feel like they belong.  But more often than not, employees can feel disengaged in their workplaces.  Recent statistics show: 

  1. Global employee statistics show that only 15% of employees are actively engaged in their workplace (Gallup, 2017) 
  2. The UK has low employee engagement with only 8% of employees feeling actively engaged (Smarp, 2020) 
  3. Low employee engagement can cost organisations between $450 and $500 billion per year in the US (The Engagement Institute, 2017) 
  4. 1 in every 3 employees quit their jobs due to boredom (Smarp, 2020) 

Ensuring that employees are engaged is important for organisations to be able to thrive.  However, testing this in a yearly survey will not be enough.  Senior leaders need to put time and effort in to supporting their employees, and providing them with what they need to feel engaged.   

Engagement needs to be looked at wider than an annual statistic.  There needs to be regular conversations and insights made.  Through our platform Include LXPIn Diverse Company can measure employee engagement through investigative, exhaustive pulse surveys with simple yet powerful analytics the organisation can uncover the complexities within it.  From these we can provide organisations with a clear idea of exactly where their engagement problems lie and provide recommendations of how to improve them. 


Our solution keeps the following principles in mind: 


  1. Keep it quick – any questionnaire, survey or poll In Diverse Company creates will take no longer than 10-15 minutes to complete.  We want to ensure that people can do them quickly, without it taking too much time out of their day.  By keeping them quick people can do them on the go and without losing interest. 
  2. Make it inclusive – we want to make sure that these are accessible for everyone.  We use language that is clear and easy to understand.  By using Include we can reach all individuals at a time that suits them. 
  3. Focus on the individual– we believe that focus should be kept on items that individuals are able to influence and control.  We do not ask questions where it will be difficult to make a change.  This reduces the risk of it not being actioned after the survey is complete.  
  4. Keep the conversation going– we recommend that engagement is measured regularly and consistently.  By doing this it shows that organisations are committed to the engagement of their employees and their feedback won’t be ignored.  


To measure the true engagement of an organisation, many levels need to be analysed.  Within Include LXP, In Diverse Company can assess engagement through the following functionalities: 


  1. Engagement Survey– working with our clients we create a survey that is suited to your needs.  We have our own In Diverse Company engagement index which combines our view of what people need to be engaged and what the organisation if offering them.  We look to see whether people feel belonging, whether they are treated fairly and authentically, and if they are committed to the organisation.  This is then paired with their organisational experience: do they have good leaders, are they given the tools to do their jobs properly and are they given the right development for them?  The results from this survey will provide organisations with insight into what they need to work on to engage their employees further. 
  2. Pulse Survey – these are short and specific engagement surveys which would focus on one thing.  Data from pulse surveys can perform a “temperature check” of the organisation. By designing your own customized questions, organisations can gain relevant and insightful feedback to help shape important strategic decisions. After implementing a new D&I policy, use Include LXP to receive employee feedback, and even filter by demographic or department to determine who has benefited most.
  3. Culture Questions – these pulse surveys specifically look at the culture of the organisation as a factor for enabling employee engagement.  These would look specifically at the elements that create culture. Where other pulse surveys can be customizable, these would remain the same.  By doing these separately, they can be compared to engagement surveys to look at whether any of these factors might be the cause of low engagement.
  4. Mood insights  – mood tracker to evaluate employee well-being. This allows your employees to track their mood over time, and for senior executives to gauge the mood of the whole organisation over time, location, or division.  The data on user mood scores can help identify trends and patterns over time. 
  5. Polls  – these can help you understand the attitudes and feelings of your employees for specific topics.  They would usually have one questions with a number of different answers and are great if you want to get information from your employees quickly. 


All of this on-going information can provide your organisation with a clear insight of your employee engagement.  Include LXP provides an insights page where individuals will be able to view their team and organisational results live on the platform. 

Photo by UKBlackTech


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