“Many companies rely on employee feedback surveys to gauge the ‘temperature’ in the business and highlight areas that need improvement. This is an activity that is intended to create a better work environment for employees and improve the overall performance of the business. However, most of these surveys do not deliver the type of quality feedback that leadership intended. Sometimes they get sabotaged, sometimes ignored and at other times just misunderstood. This could be costly, time consuming and frustrating to all involved, with some really good ideas and feedback never seeing the light of day.
There are 7 crucial steps in making an employee survey deliver the results that can be used for the purpose it was intended for, and you will find them highlighted below:”
Employee satisfaction surveys can end up being really long if you decide to dig deep into a number of different topics. Keep the questions in your employee satisfaction survey focused on just that – employee satisfaction.
Don’t Write Leading Questions
It’s easy to write a leading question. Even asking, “How satisfied are you with…” can be leading! Test the neutrality of your questions with other reviewers so that you’re certain you’re not creating leading questions. Otherwise, you’ll end up skewing your results and not getting a true picture of what your employees are thinking. (How do you rewrite that “How satisfied are you with…?” Easy – “Please rate your level of satisfaction with…”)
Don’t Use Double-Barrelled Questions
This is another trap for surveys in general. A double-barrelled question is something that asks about two items in one question. For example, “Please rate your level of satisfaction with the company structure and leadership.” Another type of this question that seems common is, “Please rate your level of satisfaction with the speed and accuracy of communications.” Here’s a hint for avoiding these types of questions: if it uses the words “and” or “or,” it’s probably double-barrelled.
Do Tell Your Employees the Results – Even If It Isn’t Easy
Even if the results of the survey aren’t what you were hoping for, open communication is still the best communication. And, let’s face it, if you’re looking at a widespread level of dissatisfaction across the board, or even in one particular area, it’s highly likely your employees are already talking about it a lot, and that they are aware it’s an issue.
Don’t Feel Like You Always Need to Fix Something
Just because it’s an employee satisfaction survey, with the purpose of looking at where improvements need to be made in your company, doesn’t necessarily mean that you must find something to fix if you find that your employees are generally pretty happy with the way things are currently. It’s entirely fine to come away with, “We’ll just keep doing what we’re doing, since it seems to be going well.”
Include Open-Ended Text Questions
Quantitative information is fantastic, but qualitative feedback can also be great. Be sure you include at least one open-ended text question for your employees to give you some extra feedback. Open-ended text questions can be especially useful if they are expressing low levels of satisfaction; they give you and the employee an outlet to understand what’s going on a bit better.
Feedback Needs To Be Twice a Year
Let’s face it, more employees expect to be able to provide feedback more than once a year. This can also help mitigate those times when perhaps factors outside of your control were affecting employee responses. You might consider doing a weekly satisfaction check-in that is an abbreviated version of a quarterly employee satisfaction survey. That way, you’re giving your employees a venue to provide feedback, and, just as with customer satisfaction surveys, as soon as things seem to be going awry, you can take action to address it. Surveway can assist you with all your employee surveys. mobile reports or surveys of any kind. Please call 011 568-0982 and ask for Christine