Employees are our most important assets. Many of them aspire to have a healthy professional career rather than having a very high salary. These could include a great work culture, learning opportunities and a career roadmap, which also means that if these things are not taken care of, they will look for a place that fosters these things. So how can organizations ensure they create an environment where their employees feel valued, engaged and appreciated? Say no to plagiarism. Get a tailor-made essay on “Why Violent Video Games Should Not Be Banned”? Get an original essay Asking them if they feel valued, engaged and appreciated, of course! Taking employee feedback and gauging how they feel about themselves and the company is the best way to understand their pulse. Employees who believe that management cares about them and their needs are likely to feel more fulfilled and satisfied at work. Annual engagement surveys have been the standard tool for collecting feedback since the 1970s, but forward-thinking HR leaders are now starting to boycott the annual survey in favor of more innovative solutions. Why are annual engagement surveys no longer relevant? First of all, they happen once a year – which is not at all meaningful for checking how our employees are feeling. A lot can happen in a matter of months or even weeks in business. Most of us have trouble remembering what we discussed a week ago and we're talking 12 months ago here. The truth is that ongoing restructurings, resignations, transfers, policy changes, and business dynamics all impact your employees and how they feel about their situation. work and organizations. Even if you survey your employees every 6 months, there may be too much happening between each survey to truly understand how your employees feel about their work and their company culture. Since we're humans, we react more quickly to small emotions than to larger tasks and milestones. And having such a long delay to check in with our employees is surely not the right way to communicate. Conducting an annual survey in a large organization is also a huge task for HR. On one hand, you have an entire year of data to capture, and on the other, a global workforce of hundreds of employees. Collecting an entire year's worth of feedback also means the survey will likely be lengthy and filled with detailed questions, which can be off-putting for busy employees. But what happens if every employee at a company completes the entire survey? That’s a huge amount of feedback for a large company to gather and analyze. This is often too much information that HR doesn't know what to do with, and the result may be that no action is taken. When survey results don't translate into concrete actions, employees may doubt their managers' motivations and feel less engaged than ever. Let's take a step back and understand why it's so important to get your employees' opinions. Because when employees feel heard, valued and empowered, they are more engaged at work, and engaged employees are essential to the success of your organization. Engaged employees are happier, more productive, take fewer days off, are more invested in..