Should you survey employee satisfaction and engagement?
This is a question we get asked quite often and our answer is always the same – only if you genuinely want to know what people think and are prepared to act on it and be seen to do so. You would think this was obvious, but all too often we hear of companies that conduct surveys but never act on the results. This is so much more damaging than never asking at all.
Why I hear you ask? Well, if you were asked what you thought of working somewhere and you spent time answering the survey (often lots and lots of questions) and you never heard any more about it, how would you feel? At best you will be aggrieved that you wasted your time, but more likely and much more damaging is that you will lose faith in the company. You may feel there is no follow up as respondents have said they are not happy and the company either doesn’t care or doesn’t know what to do. You may feel that the survey was simply a tick box exercise or a fad, and again be pretty “cheesed off” about this. Perhaps you even decided to tell the business something really important, maybe borderline whistleblowing, as you wanted change and you have been ignored.
As well as damage to the reputation of the management team for ignoring the results, you may also be missing out on positive feedback about aspects you did not even realise people valued about working for you, that if you knew about it you would repeat. Finally, you will certainly see response rates to any future surveys dropping significantly as people literally think “why bother?”
As with all surveys you can make them as complicated (and usually expensive) as you like, and many companies will do this for you and charge a lot for it. Our advice is always remember why you are doing it – to find out people’s opinions and be able to make changes to improve working lives and therefore business results. So, if your budget is to create your own on SurveyMonkey (we do a lot of these) then that is fine. What is really important is your planning for the communication of results, how you will involve people in acting on the findings and then again how you communicate the actions taken.
So, to finish, going back to my opening line, if you think feedback will be negative and you are unwilling to do anything about it then don’t ask, it will only make a bad situation worse. However, if you are willing to genuinely listen, take action and communicate then our answer will always be YES.
If you would like to discuss how we can help with employee engagement and feedback you can call us on 01536 215240 or email email@example.com