Employee surveys are highly regarded as an excellent tool for discovering what employees really want and helping employers to keep their workers engaged. When these surveys are utilized correctly, they can provide positive results such as decreased absence, improved performance, lower turnover rates and many other great benefits that pertain to engagement.
However, you should take great care to avoid misusing these surveys as they can cause negative impacts on the benefits that were mentioned earlier, and even cause employees to feel less engaged or undervalued. The following tips can be helpful to assist employers in the administration of employee surveys in the most effective manner.
Maintain good communication with employees throughout the survey
Communication between the HR team, managers and employees is extremely vital throughout the whole survey process. Before the survey is disseminated, employees should have a clear picture what the survey is about and how long they will have to complete it so they can begin their thought process early and plan for it better. While the survey is taking place, both managers and the HR team should be present at all times to answer questions and provide support.
Offer employees a variety of methods to take the survey
The preferences of your employees can vary, so offering a variety of methods to take the survey is a wise option for most companies. When an employee is given the choice of responding with a pen and paper at home on their own time, a pen and paper at work, an automated form at work, or an email or app at home, employees from varying departments and levels are more willing to participate. If you only offer one method, it is going to limit your responses or worse, yield inaccurate responses.
Ask questions in an appropriate manner
When you design the questions, you should consider the company culture and ensure that the questions are geared towards addressing certain things that the employees truly care about. In general, designing survey questions can be a tricky process, so ample attention and time should be put into them. If it’s obvious that you are using a generic survey form template, your employees will quickly become disengaged towards the questions.
State goals clearly for your surveys
Both the objectives and goals for your surveys should be tied in to cost savings and specific performance improvements that may be obtained through the survey’s usage. Returns on the monetary and time investment put into conducting the survey should be quantitative. The ability to take certain actions based on the results of the survey should be approved and discussed beforehand, so that the questions that will be asked on the actual survey can be tailored and acted upon swiftly.
After analyzing the survey, it is pertinent that the results are communicated well to ensure that the employees understand the correlation between the actions that are taken based on the results. Following up in this manner will make them feel that it was worthwhile taking and completing the survey. This in turn increases the overall effectiveness of the survey and also opens their minds to doing more employee surveys in the future.