Have you heard all the fuss and bother about employee engagement? Are you trying to understand what your employees are thinking? Want to encourage them to stick around?
The evidence is in. Engaged organizations (compared to those with a disengaged workforce) see lower staff turnover and higher morale. They have more productive, loyal employees, and can see improvements in efficiency and higher customer retention.
On the flip side, disengaged organizations suffer from high rates of absenteeism and turnover, more workplace accidents, and poor quality products and services.
Here are five things to include if you have decided to survey your workforce.
Ensure their anonymity
You are more likely to get candid and honest answers if you can assure the respondents their responses will be aggregated with those of others and responders will remain anonymous.
Let them know what will happen with the results AND commit to using the results
If they have an idea of where the information is going and how it will be used (to improve their work life hopefully) they should be more motivated to answer the survey.
Give them troubleshooting advice in the invitation to participate
If the survey link or survey itself is not working, staff that your want to respond must be told what to do, and who to contact.
Communicate, communicate, communicate results
If you have let staff know the results of past surveys, they may have confidence that they are being listened to and that their thoughts are valued.
Regularly repeating surveys or mini ‘pulse’ surveys also can give you a better idea of the bigger picture and an indication on how well any implemented changes are working.
Use the data collected in the past to contrast the results you achieve from the current survey and see if your staff are more engaged.
Credits: peoplepulse.com; engagementmultiplier.com