Employee engagement and motivation
- Responses a year
- 224
- Responses per round
- 56
- Average responses per team, per round
- 7
The numbers on this page come from the inputs you enter and the method stated: 3,600 seconds to an hour, 52 weeks to a year, twelve months to a year, and nothing else. No industry shrinkage figure, no occupancy benchmark and no assumption about your attrition; every one of those is yours to enter.
Employee engagement and motivation are measured differently and confused constantly. Motivation is what a person brings to the week; engagement is what the organisation gives back and whether the person believes it. A survey measures the second, and the only honest way to move it is to act on what people said. Orgplanly keeps the survey plan, the eNPS per team and the actions on the org plan, so the connection between what was asked, what was answered and what was done is on one record rather than in three people's memories.
Open the Employee engagement plan template Free to use. No account, no card, no trial clock.
Separate the question you are asking
The plan worksheet holds the question set. Questions about whether people would recommend the workplace measure engagement; questions about workload and recognition point at motivation. Keeping them apart in the plan keeps the results readable.
Read the results by team, not by slogan
The eNPS worked per team shows where belief in the organisation is thin. A low number on one team beside a high one elsewhere is a management question, not a motivation programme.
Act where the results are, and record it
An action against the team whose results asked for it, with an owner and a date, is the whole of what an engagement programme can do. Orgplanly keeps it so the next cycle reads what happened.
Will it do what you need for Employee engagement and motivation?
Tell us how your team plans its staffing today and where the number gets argued; a person who has built one answers.
Employee engagement and motivation: common questions
Does the survey measure motivation? Not directly. It measures whether people would recommend the workplace and what they say about it; motivation shows up in the free-text answers and in the team-level differences.
What if the eNPS drops after actions were taken? The record shows which actions were taken and when, so the drop can be read against them. That is the point of dating the actions rather than the point of the survey.
Is this free? The engagement plan and the eNPS arithmetic work on the page with no account. Pro keeps the cycle and the actions as records.
Orgplanly Pro
Keeping what you make
The worksheet answered today's question. Pro keeps the answer: the plan you just worked saved against the team it belongs to, re-opened at the next review instead of rebuilt, branded and exported for the budget meeting.
- Download the finished checklist or intake form as a file the client accepts
- The paperwork goes out clean, without the Kickoffo watermark
- Re-use the checklist for the next client instead of rebuilding it
- Your firm's logo on every checklist and form you send
- Export every client's onboarding at once when the account review or the buyer asks
- Send the plan for review from the record, not a spreadsheet
- Not part of Orgplanly today; your billing stays where it is
- Not part of Orgplanly today; your ledger stays where it is
$90per month, whole team
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