Saying Goodbye to the Annual Engagement Survey
In the previous blog, we discussed some of the pitfalls of the traditional approach to employee engagement. Annual employee surveys are typically around 50 questions, using 10 different topic categories, with five questions per topic. Many times, companies ask redundant questions on the same topic in an effort to be comprehensive. A more effective approach is to only ask one question per topic area. This provides a more accurate, holistic diagnosis of how an organization is feeling, simplifying the process for employees who respond to surveys and for the companies collecting data.
Once results are received, the engagement indicator(s) that return with the lowest score and need further research can be targeted specifically, using a shorter four to six question pulse survey. A follow-up survey on the areas of need identified in your baseline will immediately create positive equity with your employees as you are reinforcing that they have been heard. With more focused questions on your trending topic, you will be able to scratch past the surface bringing an improved understanding of the real issue.
In the old model, surveys weren’t a consistent part of a company’s approach to culture. They didn’t know where to focus their attention, because surveys occurred so infrequently. Once results were obtained, action still wouldn’t be taken, because no plans were put in place.
This is an all too common problem for companies across many industries.
Putting an End to Unmanageable Data
Businesses have a tendency to collect all of the data they can, and ask as many questions as possible. This is an effort to cover all of their bases, and while this is often a natural starting point, companies have a tendency to collect too much detail with no clear information to act on.
The answer? The solution is a quick diagnostic survey coupled with a shorter pulse survey, so focus areas can be identified, and problem areas can be acted upon immediately.
Employee survey methodologies need to ask high-level questions on designated topics, which give companies the opportunity to deliberately follow-up on targeted areas of need based on results. This is a more focused approach to collecting information. This process should occur every four to six months, giving companies a more frequent pulse on the organization and how employees are thinking and feeling.
To learn more about Workify’s methodology for capturing and taking action on employee Feedback, download our 3-Step Guide below.
W/ Dom Boon, VP of People at Liberty Latin America Recently, Workify CEO, Stephen Huerta, sat down with Dom Boon, VP of People at Liberty Latin America and discussed a wide range of employee engagement topics. With more than twenty years of experience working in HR,...
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