1. To assess why the employee isn't performing well.
You must organize your calendar so that you have enough time to make an employee engagement survey. You need at least 30 minutes for the employee to answer the survey so that you can assess the results.
2. To establish communication between the management and the employee.
The survey gives you insight about the problems that the employee may have with the management. These problems can give you an idea of what solutions you can offer to the management. It's up to the management to decide using your solutions. You shouldn't force the employee to express his or her thoughts directly to the management.
3. To follow-up any changes in the employee's job performance.
You must schedule regular appointments to follow-up the employee's job performance. Doing this will help you track his or her achievements so that the management can praise him or her.
4. To understand the cause of the employee's job performance.
The employee engagement survey results help you determine what affects the employee's performance. The management or another factor may be the reason for the performance. Conducting a survey must be done so that you can identify the management's weaknesses and strengths. The survey also helps the management cater to the employee's needs.
5. To determine what type of promotion is suitable for the employee.
A promotion must be given to the employee based on his or her performance. The management may give him or her any of the following promotions:
- Dry promotion
- Vertical promotion
- Horizontal promotion
- Cross-functional promotion.
The dry promotion increases the salary of the employee no matter what his or her job ranking is. The vertical promotion gives higher pay to the employee. The nature of his or her job will change. For example, the employee is promoted to an unskilled job.
The vertical promotion allows the employee to receive a higher job position. For example, a junior staff writer is promoted as a senior staff writer.
The cross-functional promotion allows the employee to fill-in a vacant job position. He or she may still be assigned to do his or her current duties. For example, a call center agent is promoted as a trainer but still works as a call center agent.
6. To determine what the employee is passionate about.
The management must provide certain opportunities to the employee. The opportunities allow him or her to make use of his or her passion to achieve good performance. For instance, an employee who loves writing can join a department that writes articles.
7. To determine what kind of recognition award is suitable for the employee.
The management must give a recognition award to the employee based on his or her job performance. The management must give him or her Peer Recognition Award if he or she has been doing a good job at his or her department. The management must give the "Length of Service" Award to the employee if he or she has been working for the company for a very long time.
The "Noteworthy Performance" Award is for an employee who does a good job at certain times. For instance, an employee who adds quality to a product may be awarded if the management wants a unique product. The Spot Award should be given to the employee if he or she has gone beyond the call of duty.
Use the employee engagement survey to identify which factors affect the employee's job performance. The factors may motivate the employee to do his or her best. They may also cause the employee to put off work.
