Job satisfaction is at an all-time low. Sadly it isn't because people don't want to do their work, but it's because they aren't engaged in…
According to Kevin Kruse, author of Employee Engagement 2.0, employee satisfaction surveys should form the backbone of any employee engagement effort. However, not all surveys are created equal. It’s crucial to understand what makes employee satisfaction surveys successful.Here are three best practices to keep in mind.
Employee participation is key to the success of your survey response rates. If employees don’t answer accurately (or at all), everyone’s time is wasted. One effective way to encourage participation is to hold a competition. Play into your employees’ competitive nature by pitting departments against each other, while offering prizes to the winners.
Instead, ask a mix of different types of questions, and make sure you have a way to do so anonymously. Keep some simple with multiple-choice answers, and leave the most important questions open-ended. That will give you a good amount of data while getting quality feedback.
It’s also important to report the employee satisfaction survey results to your workforce. They took time out of their busy day to fill out the survey; they are invested in the results. This article in Inc. admits that it isn’t fun to share the dirty laundry, so keep the results anonymous, especially if the results weren’t what you expected. The bottom line is employees want to know management is listening and willing to make changes based on feedback.
Once you’ve completed the employee satisfaction survey process, your job isn’t over. Now it’s time to do something about the results. The founder and former CEO of BerylHealth, Paul Spiegelman, insists, “Asking for feedback is only one third of the battle. If you ask, you better be accountable and be prepared to assign resources to the project.” If employees see you acting on the results, they will believe that the results matter.