Organizations to be successful should have a strong organizational culture that includes an engaged workforce to drive performance. Therefore, companies need to tailor their work culture by developing talent management strategies based on their employees’ specific needs. Employee engagement goes beyond the employee satisfaction such as pay, benefits and company perks that may help to some extent with recruiting and retention but do not motivate employees to do their best work. Engaged employees’ helps organizations in aligning with organizational goals and strategy that in turn helps corporate entities in garnering better financial and operational results.
Engaging all employees is important but engaged key employees’ helps in driving greater business outcomes. Employee engagement surveys are yardsticks for measuring whether the employees are fully motivated, enthusiastic about their work and/or for their company. It is scientifically proven that intellectually and emotionally engaged employees help organizations in creating satisfied and more loyal customers and improved business outcomes or performance.
Husys employee engagement survey is a powerful tool that appraises about employee engagement and helps in enhancing engagement levels to achieve sustainable high performance by organizations. Husys employment engagement model (C-CROS) is based on latest and classic research that suggests that employee engagement occurs on emotional, cognitive and behavioral levels. Our engagement model is stands on the five organization pillars of employee engagement and these pillars are –
- Strategic Connect and therefore aptly abbreviated as C-CROS
Through our C-CROS employment engagement model, you can identify the actionable areas of improvement within the structure, operation management and policies of your business. This model would also help organizations in knowing about their employees’ knowledge about business plans and in fully understanding their overall opinion and views of the corporate purpose and direction of the organization. Through our C-CROS Engagement Survey, organizations are able to garner the following advantages such as-
- Access to company’s performance on a range of HR and management practices that are linked to key managerial positions and financial outcomes
- Involve employees or staff in the organizational development processes
- Monitor the organization’s performance over a period
- Act on issues identified in the survey
- Measure the effectiveness due to change initiatives
- Increase the sense of commitment and loyalty of your employees.
- Helps in increasing productivity and reduce costs
- Strengthens the brand delivery
- Improves customer experience
- Employee morale is enhanced
Our employee engagement survey takes into account the factors that plays a crucial role in affecting your organizations success due to employees’ psychological commitment and helps you in identifying real ways you can adapt your business to engage your workforce. Our employment engagement survey based on C-CROS model runs parallel with customer satisfaction surveys that drive a direct link between employee engagement and business result resulting in a tangible benefit to your company’s bottom line.
The C-CROS engagement model measures five broad elements by dwelling on seventy statements that links crucial and critical aspects of employee engagement influencing business outcomes. The graphical representation of C-CROS Model is shown herein under along with their elements explained in brief.
Strategic Connect – Strategic connect involves setting up shared attitudes, values, goals and practices that connect employees to their organization. This strategic connect does not solely depend on financial metrics such as operating margins, net profits and EBITDA but it also involves improving customer satisfaction or retention, speeding up response or delivery times, developing new product or service that ties directly to the tasks and activities that employees perform on a daily basis.
Conditions – This element involves the basic employee benefits that employees expect as a condition for doing the work such as compensation, work life balance, policies etc.
Contributions – Contribution refers to the areas pertaining to employees’ contribution towards organization and society in general. It also involves employees perceiving compensation commensurate with their contribution. Organizations recognizing and appreciating for proactive work behaviors are also taken into account.