Satisfied employees - is that all it takes?

Satisfied employees are important for every company. However, staying competitive requires more than that. Employees who approach their work with passion, energy, and complete focus. Employees who identify with the company and go above and beyond to ensure its success. All of this is commitment. Measure and promote the commitment of your employees to ensure the long-term success of your company!

Engagement surveys

Measuring and promoting employee engagement

Engagement surveys are divided into four steps: address management, survey, reporting, and follow-up. Our proprietary tools and services come from a single source and are tailored to your needs in all phases.

Address management

Survey

Reporting

Follow-up

1. Address management

The first step is to create an organizational structure, which forms the basis for subsequent reporting. Employees are then assigned to this structure. With our myInvitations module, we offer you an efficient tool-based solution within the (r)evolution survey platform. We take care of the initial setup of the project based on your employee data, which we can prepare from multiple sources or import directly from your HR system via API. You can then update and optimize the data in the tool. By defining filter variables at the individual and organizational level, cross-sections and complex matrix structures can be easily mapped.

myInvitations

2. Survey

Our engagement questionnaire is scientifically sound and has been tested in practice. In a driver model, you can identify the most important levers for the engagement of your employees and derive practical follow-up measures.

The invitation to the survey is sent via all necessary channels: by email, via the company app, via QR code poster, or by letter. Our mySurvey module offers you full flexibility in question types, filtering, and languages—all in a responsive design. During the survey, participation rates can be tracked live in the myResponse module.

mySurvey

3. Reporting

The myResults module offers you comprehensive options for presenting and analyzing results for different target groups—with a granular rights/roles concept. Managers can quickly view the results in the myReports tab in a dashboard based on the organizational structure and with filter variables. Our AI increases the effectiveness and efficiency of reporting, among other things, by coding open-ended responses and using a chatbot. The myAnalytics tab provides HR experts with a comprehensive analysis tool. In addition, the myDownloads tab provides a distribution platform for genuine PPT, PDF, and Excel reports.

myResults

4. Follow-up

In order to increase employee engagement in the long term, concrete measures must be derived from the results. Our myFollow-up module supports this by allowing measures to be planned and documented across different organizational levels. Aggregated statistics also allow the progress of the follow-up process to be tracked at the company level. In addition, the tool offers the possibility of providing content-related inspiration for effective follow-up, empirically based on the analysis of measures and results across several waves.

myFollow-up

DRIVER MODEL

The ^(r)evolution Engagement Model

We measure engagement using a scientifically based driver model. The basic assumption is that there are individual levers—the drivers—that correlate with employee engagement. Engagement, in turn, correlates with positive business outcomes.

Our model deliberately includes precisely those drivers that you as a company can influence in order to derive effective measures from the results of the Engagement Survey. This is because a low engagement score does not always have the same cause, but may require different measures depending on the setting.

Engagement – in other words, commitment, dedication, promise – is more than just job satisfaction. In our scientifically based model, it expresses the vigor, passion (dedication), and focus (absorption) of employees for their work and the company (Schaufeli, Salanova, Gonzalez-Romá & Bakker, 2002). When engagement is high, employees are proud to work for their company, enthusiastic about their tasks, and willing to go the extra mile for success.

Engagement has an empirically proven connection to many positive outcomes. These range from individual attributes such as job satisfaction, job performance, and creativity to organizational outcomes such as retention rates, revenue, and organizational culture.

The ^(r)evolution Engagement Model

^(r)evolution Quality Standards

Scientific questionnaire design is standard practice for us. In addition to the applicability of a survey instrument in business practice (usefulness), the scientific quality criteria of objectivity, reliability, and validity are of central importance for the evaluation of a measurement model. Therefore, our measurement instruments are tested and empirically validated with regard to these quality criteria.

PUBLICATIONS