# On Driving Employee Engagement: The Power of Surveys

- Link: https://phiture.com/blog/on-driving-employee-engagement-the-power-of-surveys/
- Published: 2021-05-27T14:44:36+01:00
- Author: Nicholas Fraser

![On Driving Employee Engagement: The Power of Surveys](https://phiture.com/wp-content/
uploads/2021/05/Employer-Branding-Banner-part2-min.jpg)

Phiture is evolving. Rapidly. At the start of the year, we were a team of just under
70. Today, as we approach the end of Q2, we’ve built out new services, expanded 
our client portfolio, and are edging ever closer to our goal of becoming the world’s
leading mobile growth consultancy. 

Soon we’ll reach the big 100-employee milestone — after that, the sky’s the limit.

While we’re grateful for all the company’s success to date and excited by the opportunities
that lay ahead, we’re mindful that such rapid growth needs to be carefully managed.
Since day one, we’ve always wanted to be guided by our company values––most importantly,
people-centricity. This means that no matter how big our growth ambitions are or
how many milestones we reach, we make sure to keep our feet on the ground and walk
towards new missions, strategies, and culture changes together as a close-knit team.

In our [previous employer branding ](https://phiture.com/blog/on-driving-employee-engagement-the-evolution-of-phitures-company-culture/)
article, we spoke about how the time is ripe to take a step back, look inward, and
reaffirm what it means to be part of the Phiture team. So, to kick things off, we’ve
reverted back to what we know works best and launched a company-wide survey. And,
in our bid to help improve workplace culture across the industry, we’ve invited 
our readers to take part in the [survey,](https://phiture.typeform.com/to/dxlVl6MK)
and help us build an image of what an ideal employer looks like in today’s evolving
job market.

Table of Contents

 * [Why Surveys? ](https://phiture.com/blog/on-driving-employee-engagement-the-power-of-surveys/#why_surveys)
 * [Next Steps ](https://phiture.com/blog/on-driving-employee-engagement-the-power-of-surveys/#next_steps)

## **Why Surveys? **

According to a [study conducted by the Harvard Business Review](https://hbr.org/resources/pdfs/comm/achievers/hbr_achievers_report_sep13.pdf),
71% of participants said they felt that high levels of employee engagement were 
the third most important factor in a company’s success after effective communication
and high levels of customer service. Similarly, a Gallup report revealed that [companies with highly engaged teams produce 21% more profits and are 17% more productive](https://news.gallup.com/poll/241649/employee-engagement-rise.aspx)
than companies without. 

We’ve always found that surveys are the best way to understand how people really
feel about working at the company and drive engagement. In the age of advanced tech,
more companies rely on sophisticated algorithms to assess employee engagement using
metrics based on time tracking, network connection monitoring, or upticks in people
looking for new jobs. For us, giving our team members a voice is by far the most
impactful. 

Not everyone is comfortable raising concerns or discussing difficult issues with
their managers. It doesn’t matter whether this relates to confusion about a new 
strategy, dissatisfaction with pay, or concerns about career prospects; what’s crucial
is that team members have the opportunity to express their opinions in the knowledge
that whatever they share will be met with zero judgment and will _never_ result 
in adverse repercussions. 

Every quarter we run a survey across the company to assess how people relate to 
the Phiture brand and compare the results with previous cycles. While the findings
aren’t always gleaming with 110% satisfaction across the board, they go a long way
in helping us identify drops or changes in morale before they can develop into serious
problems. Equally, the transparency afforded by these surveys helps us understand
what employees really want and reveal unhelpful obstacles, so we’re able to take
steps to modify our culture and keep up with changes both inside and outside the
company more easily.  

Just in the past year we’ve introduced a new flexy-time policy, provided more days
for the team to work from abroad, [made working from home a permanent option](https://phiture.com/blog/at-the-crossroads-of-remote-work-and-a-central-office-how-the-transition-has-improved-life-at-phiture/),
and implemented a quarterly bonus scheme that allows everyone to share in the company’s
profits. Looking back even further, initiatives that are now standard such as free
access to a Udemy for Business account and the [last Friday of the month being allocated for learning and development](https://phiture.com/blog/the-who-what-and-why-of-phitures-monthly-learning-day/)
are all a direct result of the collective insights we’ve gathered from surveys. 

## **Next Steps **

Now, at this crucial juncture in the Phiture journey, we’re eager to see the results
of our latest survey and use the insights to steer our internal branding and help
shape the wider industry. There’s a _big _difference between being an employee and
team member, and the company’s success depends on the talent, drive, and overall
engagement of each individual. As we welcome so many new faces, ideas, strategies,
goals, we want to make sure that everyone is aligned with the overarching company
vision, values, and missions in the long run. 

Next up, we’ll be taking a deep dive into the survey results and sharing the data.
In the meantime, if you’d like to take part, follow [this link](https://phiture.typeform.com/to/dxlVl6MK)
to the survey and let us know your thoughts.