Employee engagement
surveys are one of the most effective ways to get a reliable glimpse on how
content your peers are. When collecting such data regularly employers can find
out what makes their personnel engaged and loyal and how to increase these
aspects. It’s extremely important as a not engaged employee tends to leave the
company without any hesitations earlier than those people who are satisfied
with their current job position, who approve and endorse the organization’s
values and mission.
Keep in mind that a
survey probes into staff’s thoughts that, in its turn, may help boost a
corporate culture of employee engagement.
How R U team has
prepared several essential tips explaining how a correct poll can be created.
Set goals
First of all, you
should clearly understand what you expect from your survey and what it’s
supposed to measure. For sure, employee engagement rates are the key point you
want to learn, but if your objective is just to collect data to stay informed
and do nothing with it, try to think past that. Remember that knowing your
peers’ attitude towards their relationship with the company can help you
significantly increase their engagement and subsequently lead to productivity
boost.
Define the types of questions you want to ask
This point presupposes
a whole range of variants but you definitely should avoid questions suggesting
only ‘yes’ or ‘no’ answers. You should take into consideration:
- Spectrums: allow an
employee to choose to what degree they agree or not with this or that statement
- Ranking systems:
help a peer to determine his priorities and preferences
- Open-ended
questions: leave some space to share their own thoughts
Read also: 4 Questions To Ask an Employee Who’s LeavingSet a survey length and format
Don’t make your team
members spend a whole eternity completing your questionnaire and select the
most comfortable way to collect data: sometimes distributing simple handouts
can appear to be much more easier and faster that filling in fields in a
specially created online survey.
Think about anonymity
It worth mentioning
that your peers may be more likely to share their thoughts and ideas without
disclosing their names. Anonymity is a trick issue for each employee who wants
to leave a negative feedback or to express his or her dissatisfaction. But a negative
feedback is also important, so suggest your interviewees to mention, for
example, the department they work in.
Clarify to employees why you conduct a survey
It's necessary to
give employees a heads up why they’re being surveyed and what you are going to
do with the received information. If they clearly understand your goals it’ll
be a pleasure for them to help you reach all the objectives. Also it’s vital to
let your peers know that you plan to collect more data regularly.
Collect surveys and analyze the received feedbacks
Once everybody
completed the surveys collect all the data you received and analyze it
thoroughly. Single out the most pleasant and disturbing points and after that discuss
them with top-managers to decide what to do to fix the problems your employees
indicated.
Keep records of the given data
It’s useless to ask
your team members how they feel just once. You should track employees’
engagement and satisfaction over time so you’ll get the opportunity to see
whether your actions on solving their problems are fruitful or not. Moreover,
analyzing past and current feedbacks you can define what influences your staff’s
happiness in a significant way and turn this information into an advantage.
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BUILD UP YOUR DREAM TEAM RIGHT NOW!
How R U? app allows to automate HR processes.
App’s features:
Quiz: Make questionnaires and analyze mutual expectations of staff and company
Help Me: Get personnel’s requests on-the-spot. Stay aware of their issues and needs.
Feedback: Get on-request and voluntary employees’ feedbacks and “portraits” of each other
Calendar: Help staff plan in-company activities
Mood: Keep track of employees’ mood
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