Employee Engagement Surveys: A 5 Step Road Map to Success
Action plans keep your employee engagement survey on track and increase the likelihood of success. Here are five steps to create your action plan.
On the surface, employee engagement surveys sound pretty simple. You create a survey; you roll it out to your employees. They fill it out; you draw conclusions from the data. Change happens, employees are satisfied, and everyone lives happily ever after.
In a perfect world, it would happen this way every time…and just as effortlessly. But in reality, human resources departments have to do a lot of careful planning and preparation in order to have a successful employee engagement survey. If you want to have a successful employee engagement survey, you’ve got to plan for it.
Step 1: Commit to the Plan
Although it may sound obvious, the first step is to make sure you and your employees commit to the overall success of the employee engagement survey. Once the survey is in the hands of your workforce, it’s not the time to call an audible. State clearly what steps will take place to ensure everyone is on the same page.
Step 2: Determine Your Goals for the Employee Engagement Survey
What do you hope to accomplish by using an employee engagement survey? Are you trying to find out why your turnover ratio is so high? Are you concerned that your company is losing top candidates to the competition? Whatever the reason, you need to identify goals for your survey and make sure your team is committed to them for the duration of the survey period.
Step 3: Determine How You’ll Create the Employee Engagement Survey and Crunch the Numbers
Creating a survey sounds easy enough: Ask questions and record answers. But there are many other factors involved. The language you use to ask a question can influence the answers you receive, which in turn can skew your data. Hiring a company that specializes in employee engagement surveys can guarantee the validity of your data. Flex Surveys offers highly customizable employee engagement surveys at three different price points.
Step 4: Find Ways to Motivate Your Workforce
An employee engagement survey is only as good as the responses you receive. And, if you want the data to be an accurate reflection of the attitudes in your company, you need participation from employees who are satisfied and engaged as well as those who aren’t. Assure employees that you want their honest feedback and that you’ll communicate the findings to them. If your workers believe that their opinions matter and can influence the future of the company, they’ll be more likely to respond. This will guarantee a more accurate picture of the state of your workplace.
Step 5: Decide How You Will Take Action Once the Employee Engagement Survey is Finished
At the end of the employee engagement survey cycle, you’ll have lots of data to review. You’ll be able to draw conclusions about your employees, their attitudes, and where changes may need to be made. Unfortunately, many companies neither communicate the survey results to their employees, nor do they take action. In order to maintain trust between your HR department and those you serve, you need to show that you’ve heard what employees are saying and that you want things to improve. Often, the best way to take action is to involve the employees themselves.
These 5 steps are a road map to success. Consider following it when undertaking your survey. With a plan in place for the beginning, middle, and end of your survey cycle, you can act with confidence. And when you’re ready to start the process, call Flex Surveys. We’ll help you create an employee engagement survey that’s just right for your business.
more info on employee engagement surveys..
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- how employee engagement surveys improve satisfaction levels
- employee engagement surveys – the blueprints to success
- the difference between employee engagement survey companies
- employee engagement survey questions – free samples & templates