Are you an organization that runs employee survey just for the sake of it?
A Survey done for no good reason is similar to asking someone “What you would prefer to have for dinner?” and then say ‘’I don’t care, eat what I offer‘’. Employee surveys can make or break trust!
As a part of employee experience, digging deep into truth of internal matters is always beneficial rather than relying on superficial feedbacks.
It’s high time that we see surveys as a mere set of questionnaire; in fact they give a voice to your employee. Acknowledging their concerns and suggestions make them feel an integral part of organizational development, helps fine tune the business processes, increases trust, productivity and creates a sense of belonging.
Though employee performance , engagement and satisfaction tops the list, Surveys have to be creatively designed and customized to address your specific business or employee needs .They have to be simple ,engaging and interesting at the same time
One of the common reasons why surveys do not bring the expected results is lack of post survey action plan and poor feedback. Employees have a belief that surveys are a waste of time and expect no action to be taken.
Employees are often hesitant to express their views openly with the fear of retaliation or being judged, so results largely depend on how organizations run the survey: identifiable, confidential, anonymous or through a third party.
Surveys are an integral part of employee listening strategy and when done in a genuine, authentic and measurable way, they open up new dimensions for productivity and growth.
If you truly believe that employees are your greatest asset, then surveys are an exceptional tool to figure out how engaged, aligned and content they are. It also gives a fair idea as to where the organization is heading!
So it’s time that we take surveys seriously and use them wisely as a ladder for employee and business development.