Employees are our most important asset. Many of them aspire to have a healthy professional career rather than to have a very high salary. These could include an excellent workplace culture, learning opportunities and career roadmaps, which also means that if these things are not taken into consideration, they will look for a place that promotes them. So, how can organizations ensure they create an environment where their employees feel valued, engaged and appreciated? Say no to plagiarism. Get a tailor-made essay on "Why Violent Video Games Shouldn't Be Banned"? Get an original essay, asking them if they feel valued, involved and appreciated, of course! Gathering employee feedback and assessing how they feel about themselves and the company is the best way to understand their pulse. Employees who believe that management cares about them and their needs will likely feel more fulfilled and satisfied at work. Annual engagement surveys have been the standard feedback-gathering tool since the 1970s, but forward-thinking HR leaders are now starting to boycott the annual survey in favor of more innovative solutions. Why are annual engagement surveys no longer relevant? For one thing, they happen once a year, which is not at all meaningful to see how our employees feel. A lot can happen in the span of a few months or even weeks of operation. Most of us struggle to remember what we discussed a week ago and we're talking 12 months here. The truth is, restructuring, resignations, relocations, political changes and ongoing business dynamics all impact employees and how they feel about work and organizations. Even if you survey your employees every 6 months, too many things can happen between surveys to truly capture how your employees feel about their jobs and company culture. Because we are human, we respond more quickly to small emotions than to larger tasks and goals. And having such a long interval to check in with our employees is definitely not the right way to connect. Even running an annual survey in a large organization is a huge task for HR. On the one hand, you have an entire year of data to capture and, on the other, a global workforce with hundreds of employees. Collecting an entire year's worth of feedback also means that the survey will likely be long and full of detailed questions, which can be daunting for busy employees. But what if every employee at a company completed the entire survey? This is a huge amount of feedback for a large company to collect and analyze. Often this is too much information that HR doesn't know what to do with, and the result could be that no action is taken. When survey results aren't acted upon, employees may question their managers' motivations and feel less engaged than ever. Let's go back a bit and understand why it is so important to know the opinions of your employees. Because when employees feel heard, appreciated and empowered, they are more engaged at work, and engaged employees are critical to the success of your organization. Engaged employees are happier, more productive, take fewer days off, are more engaged in their roles and are more likely to stay long-term. Please note: this is just an example..