He wrote, “I thought your note was particularly relevant, as we do bi-annual, organization-wide, employee engagement surveys, and we’ve also started doing “pulse” surveys every 6 weeks or so within our Division because we’re undergoing a transformation and we want to make sure people are coming along with the change. It’s proved to be very effective in terms of everyone feeling that their voice is heard, while equipping leadership with understanding of communication gaps or issues to address!”
I picked up the phone and chatted with Allen. We talked about how helpful a brief, under five minute, survey can be.
Part of having an engaged workforce is asking for feedback in systematic ways, at regular and frequent intervals.
Another way to make sure that the feedback continues is to always acknowledge and appreciate it, in addition make as many of the recommended changes as feasible, and when not possible, let participants know why the change cannot be made.
Too often surveys ask questions, but allocate no resources to address the feedback received. Don’t make this mistake in your organization!
Does your organization ask for your feedback too much, too little, or just right?
So I just came back from having the most incredible meeting. We had done an employee engagement survey and what had happened is the organization felt like no one was going to participate, no one was going to say what they thought and in fact just the opposite happened. We got 97 percent engagement.
Do you know what the typical response rate for something like that is? It’s 30 to 40 percent and we had 97 percent. So how did we do it? Well, we created a few incentives. We met ahead of the survey and told people it was important and we built trust from the very beginning.
If you would like to find out what’s on the minds of your employees and create a better working environment for everyone, let’s do an employee survey. I look forward to working with you.
I’m Karen Snyder, helping people be more productive at work.
Can you take a look at the setting? This is such a beautiful place and I get to go in in a few minutes and share the results of an employee engagement survey.
The particular group I’m working with came up with eight distinct categories of ways they wanted to improve and here’s something people don’t always understand.
The leadership team at some organizations thinks they are the only ones who want productivity to improve. But in fact, that is not true. Employees like to be productive.
This particular group said things like, “We want people to return our emails. We want people to respond more quickly. We want to make sure the results that we roll out are accurate.”
They want increased accountability too just like their leadership team and they said so in the survey. If you would like to improve, if you would like your organization to improve, please give me a call. I’m Karen Snyder and I help people to be more productive at work.