| Topic: | The 15 Drivers of Employee Engagement |
What are the most influential drivers of engagement in your organization?
10 Quality Steps to Evaluate the Measurement Integrity and Business Value of an Employee Engagement Survey
1) Questionnaire and Results Reliability
Does the questionnaire consistently measure the same thing? Are the results repeatable?
2) Validity
Does the survey questionnaire measure what it is designed to measure? Is the measure important to the business?
3) Appropriate Normative Comparisons
Are the comparison benchmarks valid, empirically based, and easy to compare to results?
4) Value of Use
Do survey results deliver bottom line improvements when responsibly acted upon?
5) Sound Theoretical Basis
Is the survey instrument based on a proven theoretical model or set of studies?
6) Response Error Allowance
Does the question response format compensate for misleading and unintentional response errors, bias, and central tendency?
7) Research Acceptance
Has the survey instrument been recognized as an effective measurement instrument by independent experts?
Usefulness of Results
Are survey results accompanied by technical explanation materials to maximize usefulness? Are survey results reported by lowest-echelon workgroup on up?
9) Legal Compliance
Does the survey questionnaire comply with copyright law and employment legislation?
10) User Guidelines
Does the survey process include procedures and training for internal survey administrators and action plan coaches? Is there a quality survey methodology that prevents respondent misclassification and contaminiaton of results?