Focus on Organizations
GfK employee research to create high performing organizations
Employee satisfaction is not enough. Employee engagement is relevant for organizational performance.
About 20 years ago employee surveys typically measured just working atmosphere. During the 1990s, surveys mostly focused on employee satisfaction. However, employee satisfaction alone proves to be an insufficient indicator in relation to corporate goals.
Employee engagement or organizational commitment on the other hand, directly influences crucial factors like productivity, profitability or customer loyalty.
Employee engagement measurements identify the status quo of engagement levels as well as their key drivers and their importance and strength according to three major social psychological dimensions, i. e. the
- cognitive and
- emotional attachment to the organizations as well as the
- resulting actual behavior at work (level 1).
Employees need an organizational environment that enables turning engagement into performance
However, the performance of a business is more than the sum of the performance of its employees. To ensure that employee engagement can translate into high organizational performance, the organizational environment needs to be evaluated and set up as well in order to
- increase organizational fitness
- re strategic readiness and
- financial performance; and - increase organizational energy, which can be measured and indicates to which extent an organizations could mobilize its potential to reach its central goals (level 2).
Advanced (level 3) research would in addition measure highly company-specific issues an organization needs to address, such as a particular aspect of organizational culture, diagnosing change processes, evaluating effectiveness achieving targets, or customer orientation, etc.
Infoflyer
GfK Mitarbeiterbefragungen en (pdf, 406KB)
Dr. Angelika Kofler