According to a recent Gallup poll, just 36% of U.S. employees feel engaged at work. Over 60% of workers are actively disengaged. To combat “quiet quitting,” companies use employee engagement surveys. These surveys measure employees’ job satisfaction and commitment to their workforce. But, more than collecting data is needed to create meaningful change in the workplace. But understanding the root causes of disengagement requires going beyond the numbers.
Whether you’re a small business owner or a leader at a large corporation, this post will provide valuable insights. Leveraging employee engagement surveys creates a more engaged and motivated workforce.
Employee Surveys Drive Meaningful Change
Employee surveys have become essential for companies looking to improve their employee experience (EX). By gathering employee feedback, companies can identify areas where they excel and need improvement. For example, surveys can help identify issues with company culture, such as a lack of diversity and inclusion or poor communication among teams. They can also provide valuable insight into employee satisfaction with benefits, work-life balance, and career development opportunities.
By addressing the concerns highlighted in employee surveys, companies can make meaningful changes that lead to a more positive EX. For instance, some companies have used employee survey data to introduce flexible work schedules, create wellness programs, or establish mentoring and training programs.
Types Of Employee Engagement Surveys
When it comes to improving the employee experience, companies can use several types of employee surveys: pulse surveys, annual surveys, and exit surveys.
Pulse surveys are short, frequent surveys designed to gather real-time employee feedback on specific topics. These surveys typically focus on a single question or a few key questions and are sent out regularly, such as weekly or monthly. Pulse surveys are an effective way to identify areas of concern quickly. For example, a pulse survey might ask employees about their work satisfaction or feelings about the company’s communication practices.
As the name suggests, annual surveys gather employee feedback on various topics related to their work experience each year. These surveys are more comprehensive than pulse surveys and typically cover a broader range of issues, such as compensation, benefits, training and development, and company culture. As a result, annual surveys give companies a more in-depth understanding of their employees’ needs and concerns, allowing them to make more informed decisions about improving the employee experience.
Conduct exit surveys when an employee leaves the company to gather feedback on the reasons for their departure. These surveys are essential for companies looking to improve employee retention rates and identify areas where they can improve.
Sometimes companies try to use broad industry data to solve problems with their employee turnover. But each company is different and has unique challenges. For example, a report from 2017 found that only 7.6% of companies have the same top reasons for employees leaving, in the same order of importance, as the rest of the industry.
Exit surveys can provide valuable insights into issues unique to your company, such as employee morale, compensation and benefits, and work-life balance, which can help you make targeted changes that improve the overall employee experience.
Measurement & Best Practices
Employee Survey Best Practices
Employee surveys can be a precious tool for improving your organization’s employee experience (EX). However, conducting a successful survey requires more than just asking a few questions and hoping for the best. Here are some best practices to follow to ensure that your surveys are effective.
Choosing the Right Survey Type and Frequency
When selecting a survey type, choosing one that aligns with your organization’s goals and objectives is essential. For example, regular pulse surveys can help identify issues in real-time, while annual surveys can provide a more comprehensive view of your organization’s EX.
Ensuring Anonymity and Confidentiality
Ensure anonymity and confidentiality for honest feedback. Employees must know responses will be anonymous and not shared with their managers or colleagues. Without anonymity, employees may fear retaliation or be less inclined to provided candid feedback, particularly if it’s negative.
Making the Survey Process Easy and Accessible
Your surveys should be easy to complete and accessible to all employees, regardless of their role or location. Consider using an online survey platform that is easy to navigate and accessible from any device, including mobile devices. Survey data is only insightful if it provides an accurate picture of the employee experience. Unequal employee access and participation may provide inaccurate information.
Interpreting Survey Results and Taking Action
The actual value of employee surveys lies in the insights they provide and the actions taken based on those insights. Here are some steps to take when interpreting survey results.
- Analyzing Survey Results – Carefully examine the survey results to identify trends, patterns, and areas of concern. Look for themes in the data and identify areas of improvement.
- Acting On Survey Data – Once you have analyzed the data, identify the most critical areas of improvement. Then, consider prioritizing these areas based on their impact on the overall EX.
- Creating Action Plans to Address Areas of Improvement – Develop an action plan to address each identified improvement area. Assign responsibility for each action plan and establish a timeline for completion.
- Implementing Changes and Measuring Progress – Implement the changes identified in your action plans and track progress over time. Conduct follow-up surveys to measure progress and identify new areas for improvement.
By following these best practices, you can create a successful employee survey program that helps you identify critical areas for improvement, make data-driven decisions, and ultimately improve your organization’s EX.
Check out our latest webinar, Engage & Retain Your Performers, to learn more about increasing workplace engagement.