5 Tips to Get Great Feedback from Employees!
Do you know if your employees are enjoying their jobs? If they feel empowered? If their morale is higher or lower than it was last year? All of these questions are ones that an employer needs to stay on top of in order to ensure a healthy, enjoyable and productive workplace.
Employee surveys are a great way to find the answers. They can be used to gather great feedback, provide insights into employee’s thoughts and feelings, uncover opportunities for improvement and promote an attitude of inclusion within the organization.
Here are 5 tips to assure that your next employee survey is effective and impactful!
5 Tips to Collect Employee Feedback
1. Promote the survey and state the objectives up front
It’s important for staff to be aware of the survey before it is released. Let them know that it is coming, and why. Be completely transparent. Communicate what the purpose is, why the organization is conducting it and how the results will be used. It’s very important to be honest about the goals, to promote a collaborative environment, and to encourage participation.
2. Ensure and communicate commitment
It’s crucial that top management is completely on board and committed to the survey, not only to running it, but also to taking action based on the results. If this is lacking, then it would be best to not run a survey at all. If employees see that their opinions are being pushed to the side, you risk lowering engagement and greatly reducing morale. Senior management has to play an important role in encouraging employees to offer their feedback and making sure that the results are treated with value.
3. Simplicity goes a long way
Surveys should be kept short, concise and simple. They need to be very easy for employees to take. A good rule of thumb is to keep the response time to 20 minutes. This will ensure that you get in depth information but also that employees don’t get discouraged by the length.
Open ended questions should also be used sparingly. While it is valuable to include one or two so respondents can offer additional thoughts, they’re very hard to quantify and take a long time to fill out, so they shouldn’t be overused.
4. Share the results!
There’s nothing worse than an employer conducting a survey and then preventing the respondents from seeing the results. This makes it seem like there’s something to hide and goes completely against an environment of collaboration.
After the survey has been completed, be ready to present the results, both good and bad, to employees. Follow up on particular areas of interest to get more detail, perhaps in focus group meetings, to get even more insight.
5. Take Action!
The most important part of the employee survey process is ensuring that the feedback leads to real improvements within the organization. Areas of success and problems should be identified to see what the company is doing well and what they need to get better at. Celebrate your successes, and prioritize the areas of need so you can develop a plan of action to address them. Communicate this plan with all employees and make sure to provide updates throughout the year on progress, and maintain an open dialogue during the process. At the end of the day, employees should not only remember the survey, but also the actions.
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