Are you effectively surveying your employees? Four reasons you may not be.
Employee surveys are perhaps the most common way organizations tap into the collective knowledge and perceptions of their talent. Employee surveys provide a platform for organizations to identify problems, get a pulse for the mood and morale, and provide a means to assess key outcomes, like employee engagement.
However, many employee surveys—especially those internally-driven—are met with limited success. Fistful of Talent noted four reasons why this may be the case:
[note color=”#B6D6F0″]• Employees aren’t telling you the truth because they don’t want to deal with a hassle or don’t feel like their opinion is going to drive change.
• The questions aren’t getting to the right information.
• Surveys are sent out to collect information that would be better gathered via other methods (like employee coaching, manager feedback, etc.).
• Employees have been bombarded with survey after survey, but haven’t ever seen change come from them. [/note]
Because so much can go wrong with feedback-gathering initiatives, it is important to consider using consultants trained in survey methodology and organizational feedback practices. Employees are more likely to be truthful to third-party consultants due to fear of repercussions.
The full article can be found on Fistful of Talent.