I have a final stage assessment centre coming up and one section is 1/2 hour of me interviewing 2 directors on their current engagement strategy, 1/2 hour to put together how it could be improved and 1/2 hour to feed back ideas. Given that you could comfortably spend 10 times this long on each section, I'd be really interested to hear any ideas of particularly pertinent questions to put to the directors to establish the key facets of engagement. Drinks on me if I get the job!!
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Hi Jonathan,
Hannah here from Perkbox. Again, hoping that we aren't too late to help you!
I think the most important thing here is structure. I would start by getting an idea of the business - questions such as:
- What do you do?
- What is your product?
- How long have you been around?
- How many employees do you have?
This provides the context for understanding the engagement strategies that they have in place. Then you can move onto questions such as those suggested by Mike:
- Why is it important to you to ensure your employees are engaged at work?
- What value do engaged employees provide to your ?
- What strategies do you currently have in place to help employees feel valued and recognised for their hard work?
- How do you reward employees that go above and beyond, or produce a particularly great piece of work?
- What do you offer your employees, beyond salary?
- What do you believe is more powerful - financial or non-financial motivation?
- Does the cost/expense of engagement solutions ever get in the way of implementing strategies that you believe will make a difference?
Then look into whether they have an understanding of their existing employee engagement levels and whether they are measuring the success of their current strategies - it's all very well having these various schemes in place, but if they can't prove that it's working then it’s hopeless!
- How do you measure employee engagement?
- Do you do regular employee surveys to understand how happy your employees are and to identify problem areas/
- How do you track the return on investment of any engagement strategies you have in place?
- Do you have a reactive plan that you can implement when an engaged employee appears to become disengaged, or when overall engagement levels dip?
Following that structure will help you enormously when you come to writing up your feedback ideas. I hope that's helpful. Very best of luck and please do not hesitate to get in touch if you'd like more ideas!
Hannah
Hi Jonathan,
Hope it's not too late as we've been at the Learning Technologies conference this week and just back in the office today. Here are a couple of links to my favourite slide decks on employee engagement
10 essential pillars of employee engagement
15 employee engagement activities
In terms of questions for the directors you want to ensure they give you enough stuff that you can think of ways to improve it etc
- Can you explain what your current engagement strategy is in under 2 minutes?
- What successes have already had and what barriers have you come across?
- What role do employees have in shaping the employee engagement strategy?
- Who is responsible for employee engagement?
- What would you say is innovative approach your approach / what makes you stand out from any other employer?
- If you could change one thing about your current employee engagement strategy what would it be and why?
Hope this helps - let us know how you get one :)
Mike