Tips on Creating Effective Employee Engagement Surveys

Today’s companies are very interested in hearing about the attitudes, feelings, and behaviors of their employees. In other words, they like to give employees a voice. Organizations are also interested in engagement and/or disengagement of employees. This is why many organizations are interested in conducting employee engagement surveys. They are becoming an incredibly popular tool.

Why should organizations consider conducting employee engagement surveys? First, it makes employees feel valued. Employee engagement surveys allow employees to express their opinions, problems, and feedback related to the work environment. It is a way that employees can confidentially communicate with top-level management and provide insight to improve the business.

If you would like to conduct an employee engagement survey, there are various questions you must first ask:

  1. Do you know what you will do with the feedback? When employee engagement surveys are administered, respondents often have expectations that their feedback will be taken into account by upper management and ultimately be used for the betterment of the organization. If the feedback will not be used, it becomes a futile effort.
  1. Do you need professional assistance with the survey? Many people feel as if they can handle the administration of an employee engagement survey by themselves. However, having a professional help with the survey campaign can be incredibly beneficial. Having an external organization can ensure confidentiality given that this company does not have a personal relationship with employees. A professional survey-consulting firm can also help with questionnaire design to ensure that the survey accurately measures what you are trying to uncover.
  1. Who will review the survey results? Sometimes its best to have multiple individuals review the findings from an employee feedback survey. Establishing a committee to review the feedback can be very beneficial. This committee can include both respective individuals from lower as well as upper management.
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