Employee Engagement
The PI Employee Experience Survey™
The PI Employee Experience Survey gives you engagement data plus a personalized action plan. It provides employees a chance to provide candid, confidential feedback across four categories: Job, Manager, People, and Organization. When the survey closes, you’ll get reports that explain why employees feel disengaged—and what you’re doing well—so you can take action. Follow the custom action plan, attend the Take…
Improve retention and productivity
Engagement is an individual’s emotional commitment to their organization and its goals. Why is employee engagement important? It is related to turnover It is related to absenteeism It is related to customer satisfaction It is related to safety It is related to productivity Diagnose is a method for pinpointing the root cause of gaps—your underlying people…
Solving employee disengagement
Implementing an action plan
Now that your plan is created and you have considered who you are as a leader, it’s time to follow through. Stick to those accountable dates and create follow-up meetings to assess how the team is doing. Depending on the results, also consider having discussions around what other potential challenges the team would like to…
A practical guide to managing teams
The consultant’s guide to diagnosing people problems
The CEO’s guide to diagnosing people problems
HR’s guide to diagnosing people problems
Addressing states of engagement and performance
Remember that engagement and performance are not always directly linked. An employee or team can be performing well but not engaged with the work they’re doing. Or perhaps they’re very engaged but just not performing as well as required for the role. Your plan should consider the following four combinations, shown in the activity below:…
Building an action plan
Take some time for the team to reflect on the initial conversation and survey results. When the team meets again, it’s now time to come up with an action plan. What are the potential challenges that had the biggest impact on the team? Select one of the most important to work on. Once again, start…
Understanding and communicating results
Analyzing objective people data uncovers issues that aren’t obvious, which allows you to quickly and effectively take action. That’s why understanding this data is so vital. But with so much data at once, where do you start? Now that you have the results, break them down by four factors: Magnitude, Relevance, Breadth, and Repetition. Take the…
Measuring employee data and taking action
Measuring engagement isn’t just about identifying low scores or pain points. It’s also important to notice the positives to make sure you don’t lose sight of things you’re doing well during these changes. No matter what you choose to focus on, the most important thing is that you actually do survey your employees. Without a…