In case you haven’t noticed, employees generally have more leverage than they used to. Gone are the days when a sweet pay and benefits package covered a multitude of workplace issues or substandard employee experience. Thanks mostly to disruption caused by the pandemic, people are putting more thought into where they want to work — and why.
Amid such an evolving situation, it’s crucial that you aren’t flat-footed. The current situation is tumultuous enough, but nobody knows what’s next. Building a stronger workforce with employee surveys will help you stay in front of whatever’s down the pike, while improving current recruiting and retention.
What are Employee Surveys?
Employee surveys are organizational tools used by leaders to gain insights into – and act upon — employee engagement, morale, and performance.
Are Employee Surveys Useful?
Increasingly so, in this dynamic work milieu. Employees have more choices. So, to lure, motivate, and retain them, their perceptions are invaluable to everyone involved.
What are Some Benefits of Employee Surveys?
The benefits of surveys are sweeping and manifold, particularly if you enlist the help of an experienced employee survey consultant such as Mercer. And, if you gain feedback regularly.
Through an “employee listening strategy,” you can, as we emphasize recruit and retain better. That’s huge. Understanding, evaluating, and improving the employee experience has never been more important.
An effective strategy will also inform your enterprise’s diversity, equity, and inclusion effort, and will help you make key links between performances and outcomes. The best strategies also empower leaders and HR to drive favorable change.
How Can I Produce an Effective Survey?
It does take some doing, namely because you want to craft something that will bring value to your company. Isn’t that the name of the game? So, it’s not about throwing some questions together in your sleep. Do that, and don’t be surprised if you aren’t taken seriously. Here are some steps that can help:
- Establish a baseline. To have some means of comparison, get candid feedback on how things are going right now. This is your starting point.
- Get leaders aboard. You’ll need the buy-in of your leaders if your survey strategy is to succeed.
- Prioritize. You can neither gauge nor solve everything. So, set objectives. You may want to home in on areas where performance is lacking. Keep the survey short.
- Be open with staffers. From the start, clearly communicate what you’re doing and why. You want to avoid feelings of mistrust or confusion.
- Keep it simple. Nobody wants a long, complicated survey that employees may race through mostly thoughtlessly to get it over with.
- Be wary of cultural issues. It can get sticky, but me mindful of cultural differences when putting together content, especially if your enterprise has a global reach.
- Be transparent. When you get feedback, share it with your employees, perhaps in small meetings.
- Act. You’ve got in-hand data, so it’s time to move. Compare your results to your baseline and set goals for going forward. Then you can set strategies and establish programs for goal achievement.
Now you know that to build a stronger workforce through employee surveys, you must invest time and care. The days of obligatory, thrown-together annual surveys, that are weakly acted upon, to boot, are gone. There’s no question that, in today’s labor force, employees have more of the upper hand. So, you need to be listening, and on an ongoing basis, to improve employee experience, drive better performance, and boost recruitment, motivation, and retention.