What is one thing everyone needs to know about employee engagement surveys?
To help you appreciate the value of employee engagement surveys, we asked CEOs and HR managers this question for their best insights. From helping improve morale and performance of the workforce to equipping management with actionable data, there are several insights that may help you treat employee engagement surveys with a more positive outlook to foster growth in your organization.
Here are seven things to know about employee engagement surveys:
- It Helps Improve Morale and Performance of The Workforce
- It Should be Short and More Frequent
- Swift Post-Survey Action Encourages Employees
- It Should Be Anonymous With Option for Attribution
- Making The Survey Mandatory Isn’t Always Helpful
- Participants Are Not Victimized for Their Feedback
- It Equips Management With Actionable Data
It Helps Improve Morale and Performance of the Workforce
Employee engagement surveys are an important tool that can help to improve the morale and performance of your workforce. By understanding the level of engagement of your employees, you can identify areas in which you need to focus your efforts. Additionally, employee engagement surveys can help to identify factors that are leading to employee dissatisfaction and poor performance. When conducting an employee engagement survey, it is important to be clear and concise in your questions. Make sure that the survey is easy to complete and that all employees have the opportunity to respond. Try to select questions that are relevant to your business and that will help you to understand how your employees feel about their work and the company as a whole.
Finally, make sure to use the results of the survey to improve your workplace policies and practices. By taking the time to survey your employees, you can improve communication and understanding between you and your team members.
Paw Vej, Financer.com Ltd
It Should be Short and More Frequent
Do employee engagement surveys frequently and keep them short, no more than 8 -10 questions. Provide an “open comment” field for at least two questions for employees to provide additional details. If employees are able to complete the survey via mobile, there will often be a higher response rate.
Scott Baker, Stage 3 Leadership
Swift Post-Survey Action Encourages Employees
After providing employee engagement surveys, it is important to review the results of these surveys right away and to take any appropriate actions based upon these results. Furthermore, you should keep your employees up to date with these actions that you are planning to take. If you wait too long to do these things, your employees may not feel as if their feedback truly matters. Taking swift action will show that you care about their feedback.
Drew Sherman, Carvaygo
It Should Be Anonymous With Option for Attribution
Employee engagement surveys should be both anonymous and attributed. The goal for these surveys is to give a company insight into how employees feel about various workplace elements. This feedback is valuable because it gives leaders the chance to address any concerns their workers may have. Maintaining a strong and healthy company culture where people feel comfortable and excited to work is of the utmost importance. For this reason, employees should have the option to state their names on engagement surveys. Face-to-face time with a company leader can be hard to come by, so these surveys can be great chances for employees to get a manager’s attention. This means of identification is especially helpful with introverted employees who may be reluctant to reach out in more traditional ways. Seeing their names on a survey, should they decide to add it, starts the crucial process of listening, helping, and understanding the hidden sentiments and situations of employees.
Datha Santomieri, Steadily
Making The Survey Mandatory Isn’t Always Helpful
Many of your least-engaged employees aren’t even going to respond to the survey at all–or at least respond accurately. Employee engagement surveys’ results can be easily skewed as the ones most likely to respond to the survey are the ones who are most likely already well-engaged and motivated. For that reason, it’s important to analyze the percentage of employees who responded, and take that into account. Making the survey mandatory doesn’t always help, since unmotivated employees will likely rush through the survey giving inaccurate or unhelpful answers.
John Jacob, Hoist
Participants Are Not Victimized for Their Feedback
A common concern I’ve come across is team members’ uneasiness about submitting responses to an organizational survey. The survey is intended to capture honest and genuine feedback directly from the team. If you’re facing concerns or pressing issues (that have been with you for a while), we want to hear them. Often, leadership may not be aware of these concerns, and this is an opportunity to have your voice heard and acknowledged. Surveys are here to have you open up and allow management to become vulnerable and discuss the concerns. This type of openness enables an organization to grow in the right direction while building a trusting and robust culture.
Annie Raygoza, WebEnertia
It Equips Management With Actionable Data
Everyone should know that one of the mottos of the employee engagement survey is direct organizational growth. Understanding how the company measures areas, such as employee satisfaction, working environment, and management effectiveness, will give you essential objectives for change. Evaluating engagement will also let you identify areas of best practice within your company. For example, a particular department might rate very high on engagement. By assessing the data, you can achieve insights into how they’re gaining it and implementing the best practices throughout the company. So, engagement survey feedback gives you precious actionable data to be implemented for organizational growth.
Caroline Lee, CocoSign