Vijay Bankar

On October 8, 2018, LinkedIn acquired Glint and entered the segment of “Employee Engagement”.  According to Josh Bersin, “Glint, is a comprehensive employee experience platform that stores data from onboarding, new-hire experience, ongoing pulse surveys, and open interviews.” It is important to note that Microsoft – LinkedIn approached this market segment through the acquisition route. On November 11, 2018, SuccessFactors announced an acquisition of Qualtrics. No wonder that ‘Employee Engagement’ is gaining leadership attention and becoming the organizational priority.   Even Jack Welch thinks that ‘Employee Engagement’ is number one indicator of organizational health. Gallup carried out research in 155 countries and found 15% engaged employees, 65% not engaged employees and 18% actively disengaged employees. The report further states that engaged employees increased productivity (17%), sales (20%), and profitability (25%). And reduced absenteeism (41%), turnov

Employee Surveys – from once a year to a continuous process You get ten employees in a room, and you get fifteen opinions. That might be the case, however, many companies use once a year employee surveys, mainly to help the management in its decision making to check the current situation in the organization. Then create a blueprint to improve the overall work climate in and across the organization both in range and depth. As stated by John H. McConnell, (2003) “Management’s primary objective for a survey is usually: To discover employee perceptions regarding satisfaction with conditions of employment.” Paper-Pencil Surveys was the most commonly used format for many years. Then we had Interactive Telephone Surveys - using touch-tone response. These days we see Email Surveys, Web-based Surveys, and even Mobile App used for the quick response. No doubt, that using survey is a pragmatic way to handle issues by taking decisions based on facts & data rather than gut feel. As