Tags: Employee engagement, Employee engagement survey, Employee retention, Talent management, Talentkeepers
If you are the kind of boss who constantly wants to learn and understand the people that make your company, then you are a good boss. Why? Because it means you know that a great team of people is one of the many factors that contribute to your company’s success.
Surveys are a great way to gain the knowledge you need to attract and retain quality personnel. Among the best surveys you can conduct are employee engagement surveys.
What is an Employee engagement survey?
Employee engagement surveys are designed to understand and evaluate your employees’ attitude and level of initiative to exert discretionary effort in their job. It measures the commitment of your staff not just on their job but also in the company’s overall objective. By hearing out your employees, you are giving them a sense of belonging and you’re helping them really identify themselves with the company’s corporate culture and core values.
Tips to conduct successful Employee engagement surveys
Administering an employee engagement surveys is not a task for the faint-hearted. It takes a lot of work and patience to come up with a survey that can yield both meaningful and actionable results.
If this is your first time conducting employee engagement surveys in your organization, here are some tips you are sure to find useful:
1. Set your goals.
Before you conduct your survey and ask your employees about their commitment to the company, you should ask yourself first why you are administering the employee engagement survey. Obviously, you want to improve employee engagement but goal setting aims to answer the other “why” question which is “Why do you want to improve employee engagement?” By knowing what you plan to do with the data you will be collecting from the survey, you can determine the success or failure of your engagement survey.
2. Ask the right questions.
The success of an employee engagement survey lies in asking the right questions. Throwing in questions about the quality of food in the cafeteria, parking availability, or team building locations do not really get to the heart of the issue. Avoid lagging questions and go for leading ones that are related to aspects like commitment, motivation and initiative.
3. Include your employees in the process.
Tip number three (3) is directly related to tip number two (2). Including your employees in the process of creating employee engagement surveys will help you gain idea of what the right questions to ask are. By knowing what aspects of the workplace employees deem as important, you will be able to come up with a survey that will determine what can make your employees stay for the long haul. Make your employees know that you are conducting this survey with them and for them.
4. Treat the survey as a tool for improvement.
The mistake usually made by employers when conducting employee engagement surveys is that once they get the information, they consider the process done. As an employer, you should know that an employee engagement survey is just a starting tool for improvement. It is designed so that you can use the data you collected to know what to do next.
5. Acknowledge employee feedback.
You cannot just receive the feedback of your employee without letting them know. Remember the “Make your employees know that you are conducting this survey with them and for them” part of tip number three (3)? This is related to that, too. By acknowledging their feedback through small gifts or incentives, you are not just letting them know that you are hearing them out but also encouraging them to participate the next time you conduct an employee engagement survey.