In a very competitive world, as a company, you need to get your hands on any tool that can help you improve and be the best in your sector. Employee engagement surveys serve exactly this purpose. There is no better way to improve your company’s efficiency than by listening to your very own staff who can surely share details of obstacles they meet, frustrations they need to suppress and which tools they find helpful in their daily work life.
Advantages of employee surveys
An employee engagement survey will build trust amongst your employees. It will also help HR department spot weak links inside the company; the more you know about issues that occur in the office the better chances you have to tackle those issue, come up with a solution and boost productivity. If a survey is used well and actions are taken on the results, it will instantly build trust between you, the top management and your front line staff. This is because your employees will feel useful and part of the company’s success. This survey will give out the message that you care about what they have to say, and in return, your employees will be much more open to participate and better still, own future changes emerging as a result of the survey.
Staff surveys are a successful way of understanding company sections
You will be amazed about the differences that can harbor in different departments under the same roof. Is your mission statement, for example, perceived the same through all the various sections of your company? Do different employees feel the same towards your policies? An employee engagement survey can help you compare and contrast between your various departments or groups.
A timely indicator for action
If a survey is planned and executed at regular intervals, this may and will, give you clear indications of what is going well and what needs to be changed. Through such a tool you will be able to take action and recover immediately rather than wait for a large failure that will be very difficult to turn around. Likewise, if you notice good practice you will be able to build on this, achieving a positive return much quicker.
Disadvantages – a tool that infiltrates doubts and animosity
If your communication with employees cease as soon as you give them instructions that they need to fill out the survey, the employee engagement survey will only act as negative rather than a positive. You cannot ask your staff to share with you their knowledge, emotions and feelings and then leave them in the dark. This will instill a sense of mistrust between employees and top management. Do communicate your results and any course of action as soon as this is possible. Once your employees participate in a survey they would want to know the outcome. Don’t let them speculate and move towards wrong conclusions!
Just another survey
Make sure that this survey (or any other survey for that matter) is not putting any fatigue on your employees. If you are constantly asking your staff to fill out surveys, whether they are initiated by yourself, the Government or a Private Company, you need to make sure you are only doing this a few times a year. If this is not the case, apart from apathy, you will also get answers to your survey that are incorrect or misleading. This is due to hasty answers by uninterested employees who are fed up filling one survey after another.
Off the shelf survey
It is important that your employee engagement survey is tailor-made to the needs of your company. If leaders do not bother to make a survey meaningful to the company so that the answers can be truly used for change, do not expect your employees to be highly motivated to participate, or that they will be bothered to go the extra mile in helping out.
Are you employees engaged? As a company owner it is your duty to make sure workers are happy and satisfied with their tasks. Every 6 months you are advised to turn to staff surveys; make sure they’re anonymous, not longer than one page with a maximum number of 15 questions.