How to Tailor Employee Engagement Surveys That Prove Their Worth

by Jody Ordioni

“We all need people who will give us feedback.” This is the motto of Microsoft founder Bill Gates. He believes that individually we all are works in progress. This same ideology also applies to our businesses. Any feedback- whether from consumers, employees, or partners- is valuable as it can help build a better team that is productive and engaging.

Annual employee engagement surveys are an effective tool to provide insight into what fits within the culture of the company. Surveys can be utilized to measure anything, from business operations to employee engagement. Yet a survey will only prove its worth if it can extract honest responses from its participant. The exact art of survey genesis can be a resource each business can utilize.

Framing Exact Questions

When crafting a survey for your employees it is better not to grill them about every nitty-gritty detail of your company. It can cause a “survey overload”, which leads to a disparity in responses those results in misleading conclusions. Also, questioning unalterable policies (health care program or maternity leave) might lead the employee to believe that such surveys are a waste of time or worse than their opinions are not valued.

A better approach would be to frame simpler questions that are not ambiguous in nature. Rating the level of satisfaction regarding various facets can provide better insight into areas that require development.

The Proverbial Carrot

Many times the surveys are ignored due to various reasons, such as unavailability of the employee or time constraints. However, other times they are disregarded since they aren’t placed higher on the priority list. Attaching incentives to the surveys can ensure that they are filled timely. A simple incentive such as a gift card if the survey is completed within one week can improve the response ratio on those surveys by a long shot.

Dangling this proverbial carrot also implies that the employers appreciate that employees are taking out time to take the survey. If you receive the responses in a timely manner, they can be reviewed and addressed.

Compile Results Faster

The survey should be created by keeping the tally time for responses in mind. Responses should include options that can be tallied easily and quickly. The long waits can create unrest within the team and derail them from filling out further surveys if they believe it wastes their time. Lack of proper communication regarding survey results can hamper further response to such surveys.

In today’s day and age, there are various tools that can create efficient and effective surveys. Each carries its own unique pros and cons.

Create an Action Plan

Once you have the responses with you, it is time to act. It is up to you as a leader to create an action plan based on the responses of your employees. They have fulfilled their part by telling what works for the company and what does not. Along with your executive team, review the responses and organize the suggestions in a priority order. Taking steps to take the suggestions of the employees into consideration showcases that their opinions are heard.

The Bottom Line

Employee surveys are an invitation to receive feedback from people who are closely working on the project. They can source their critique on the basis of observing the functionality of the operation. These surveys can be conducted alongside regular communication models. The insight from these surveys can be integrated into the company’s strategic goals. Employee engagement survey is a powerful resource to capture the pulse of the company and guide future decisions.

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