Employee surveys can be used as an effective employee performance management tool when utilized appropriately. The results of surveys can be used to build new strategies for the organizational development.
Employee surveys should be designed in such a way that they drive employees to engage more and have a positive impact on them. Once you know how your employees feel, it will be easier to figure out how to better engage them and obtaining employee engagement ideas.
Here are eight steps to embrace when you conduct employee surveys.
1. Determine The Survey Objective
Determining the objective of a survey is the most important aspect of conducting a survey. Clarify the purpose of the survey by asking yourself, why is the survey important to your organization and what you aim to achieve through the survey. A clear objective gives your survey a direction and motivates your employees to take it more enthusiastically.
For instance, you can carry out a survey to gain insights into your employees’ perception of their work or to increase employee engagement. The point is that, you need to have an absolutely clear objective before you give your employees a survey. A survey without an objective is pointless and has high chances of failure as you will get responses which you will not be able to do much with.
2. Select Survey Methodology
It is important that you select the appropriate survey method. Like there are different types of surveys, there are also different methodologies to conduct the surveys. The survey methodology depends on few factors like the participants of the survey, ease of distributing the questionnaire, ease of receiving the responses etc. Online questionnaires are widely used now tools such as engagedly you can design and implement a survey rapidly. You can choose one of the two methodologies to conduct an employee survey.
3. Design Questionnaire
Depending on the survey objective and the target audience, make a list of important topics to be included in the questionnaire. Make sure that any question doesn’t have a negative impact on the relationship of your work staff. Mostly, try to formulate positive questions and avoid typical social norm questions which encourage criticism of their coworkers. You may want to have some questions that can bring out employee engagement ideas you may not have thought about. You might need to make multiple questionnaires and validate them before you can release the final version.
4. Communicate The Importance
Once you’ve figured out the objective of the survey, the next thing you need to do make sure that your employees realize this survey is important. And that their participation is necessary. A lot of surveys tend to fail because the people taking them do not take them seriously. In order for your survey to work, you need accurate and honest feedback. You can also use a third party provider to administer the survey, to assure your employees of anonymity and fairness. Using a third party provider increases the response rate and provides you with an unbiased end report.
5. Promote The Survey
Now that the questionnaire is ready, all you have to do is, get your employees to take the survey. To get responses across the board, you might have to promote the survey aggressively. Promote the survey within the organization by pinning a notice on the company’s bulletin board or send a e-mail notification to everyone about the survey. If employees can know why they are doing the survey and how they will benefit from it, they will then be more amenable to doing the survey!
6. Communicate The Results
After the survey is conducted make sure that you communicate the results of the survey to your employees. Don’t suppress them results. In fact, your employees deserve to know what they survey says and what the general consensus is. You can probably have a short presentation about the results of the survey and then discuss the results with your employees.
7. Act On The Results
After presenting the results, make sure that you act on the results as you discussed with your employees during the presentation. Create a plan of action and a set of goals to be achieved. Also involve your employees in the plan and assign them responsibilities so that they solve the issues themselves and feel empowered.
8. Make It Regular
Carry out employee surveys at regular intervals of time. Any survey is of no use if it is conducted once in a year or once in two years. You will only know how your employees feel if you make it a habit of asking them.
Have you carried out surveys in your organization? Share your experiences with us in the comments section below!
How can Engagedly help you with employee surveys? Request a demo today to find out!