Posted On: October 17, 2019
Why Your Employee Engagement Survey Should Include Learning
The employee engagement survey has become a critical tool for monitoring workers' experiences within an organization. By asking the right questions, they can serve as an excellent resource for quantifying your efforts to establish a culture of learning. Spot opportunities to fill employee-perceived gaps in your L&D program by taking a closer look at these three areas of your employee engagement survey results.
1. Accessibility of opportunities for learningMany engagement surveys ask employees if they feel satisfied with their opportunities for growth, since that has been shown to be a factor in retention. You might also check to be sure that employees are able to find the resources they need. Ask how much employees agree with statements such as these:
- I have received the training I need to do my job effectively
- I find it easy to locate resources I need to learn and develop
2. Management support for ongoing developmentEstablishing a culture of learning starts from the ground up: with managers. How managers interact with employees is the most important determinant of engagement and employee success. In your engagement surveys, you can find out the degree to which managers are encouraging and promoting employee learning. You could ask, for example,
- In what ways has your direct supervisor supported your learning and development?
3. Social learningMuch of learning culture is embodied in the ways people learn from and with each other. Your engagement survey can delve into some of these specifics, depending on the kinds of learning activities you want to promote and monitor. Asking about the degree to which employees agree with the following kinds of statements can be revealing:
- My coworkers and I learn together
- I have the opportunity to share what I know with my coworkers
- I get the feedback I need to continuously develop