What better way to find out than conducting an employee engagement survey?
It helps you get a clear idea of how things are at the employee's end and lets you know of any blockers to productivity. An employee engagement survey also helps you pinpoint reasons for dissatisfaction or low employee morale.
Happy employees make a happy organization. So conducting an employee engagement survey is crucial to gauge the level of success of your company, in one way. Let us learn more about how to create an efficient employee engagement survey.
What is employee engagement?
Before diving deep into generating an effective employee engagement survey, let us have a closer look at what employee engagement is. Employee engagement is basically the amount of involvement, dedication, and enthusiasm a worker has toward their work and the company.
In other words, an employee that is engaged with the company cares more about it and actually take the initiative and bring positive changes.
They are not just in it for the monthly salary. It is a great mindset for an employee to have which is why employee engagement is so important for a business. This makes an employee engagement survey a crucial tool as well.
How efficient is it in helping your company?
Does an employee engagement survey do anything for the business? Does it have tangible results?
Yes, and yes.
A good employee engagement survey helps an organization align the individual goals of the employees with the vision and mission of the company.
It also increases the level of employee loyalty and catalyzes much-needed change in the right direction. It also helps organizations identify any possible knowledge gaps that might exist among their workforce as well. If all these benefits are not enough, at the end of the day, it makes the employees happier and more valued.
8 things to focus on while creating an employee engagement survey
Before getting into the actual process of generating an employee engagement survey, let us look at some of the important pointers to keep in mind.
1. Use rubrics to reduce bias
While creating options to answer the questions, it is best to stick to a rubric that helps employees create an unbiased opinion.
Options can include ‘strongly agree’, ‘agree’, ‘neutral’, ‘disagree’, and ‘strongly disagree’.
The odd number of options also lets them take a neutral stand whenever necessary.
These options help us get an almost accurate and nuanced answer from the employees without bombarding them with complex options that are way too many in number.
2. Make sure the language used is not confusing
Clear and unambiguous language is the number 1 prerequisite to creating an efficient employee engagement survey.
Use too complicated and confusing language, and you can find employees dropping off incomplete surveys with inaccurate answers.
Make sure not to make choices for the employees by using biased language. Always keep in mind to use language and jargon that the employees are familiar with.
3. Use a mix of different types of questions
There is no thumb of rule that you have to stick to close-ended questions only while generating an employee engagement survey.
Include scaled questions along with multiple-choice and open-ended questions. It is best to keep the open-ended questions less in number as most employees might not have the time or energy to write a lot about their experiences or feelings.
They would much prefer to tick an appropriate box instead. So add a different question format to break the monotony but keep MCQs and scaled questions high in number.
If you run out of ideas on what to ask your employees, consider reading: 101 pulse survey questions for your ready reference.
4. Do not make the survey too long
Not every employee has the time to answer a long survey. Handing out long surveys to employees would only lead to them rushing the process and giving half-hearted answers.
Also, it might not be ideal for employees to take time off of their work to complete a super-long survey. So keep in mind to add only necessary and crucial questions to the survey.
Remove the clutter by editing and re-editing the questions and come up with a survey that takes not more than 20 mins long to complete.
5. Always conduct a test run before launching the survey
It is a great idea to test the survey with a small group of employees before actually opening it up to the rest of the organization.
It helps you spot any technical glitches present in the survey, conceptual errors, or any invalid or inappropriate questions. It will also give you valuable feedback from actual employees which can be used to give any final touches to the survey.
6. State the objective or purpose of the survey clearly
Why are you creating an employee engagement survey? What problem are you trying to solve with this?
What kind of answers do you expect to receive from the employees?
Ask these questions over and over while you create the employee engagement survey. It will help you keep track of the initial objective or goal of the survey is trying to achieve. Make these objectives clear and you can create an efficient survey in no time.
7. Keep the confidentiality and anonymity of the answers
If you want to receive unbiased and unadulterated answers from the employees, you have to promise them anonymity and keep the individual results confidential.
Although you can announce the overall feedback from the survey to the employees, refrain from taking names or specific references from the employee answers to maintain the integrity of the process. It also helps the employees feel safe while giving their honest answers.
With ThriveSparrow's employee feedback surveys, you can configure the answers to your survey to show as anonymous. This way your employees can input what they truly feel making you look like an approachable person.
8. Analyze the answers and make necessary changes
The main purpose behind conducting an employee engagement survey is to find the answers you were looking for and implement the changes to make the life of the employees better. Find out what every employee is trying to say and implement the changes and resolve the issues the employees face.
Create your effective employee engagement plan in 6 easy steps
Let us now take a better look at the six easy steps through which you can create an efficient employee engagement plan.
1. Select a survey tool that best fits your needs
This is where having a clear idea of your objective will come in handy. Pick a survey tool that has features that allow you to create questions that align with your initial objectives and goals.
You can create questions from scratch or use the template given in the survey tool to guide you through the process. Customize the questions depending on the employee demographic and make sure the survey tool gives you these options.
If you're looking for the tool to cater to these needs, ThriveSparrow is the place to go. Among its other features, the Engage module of this product offers an ideal solution to elevate your employee engagement surveys to new heights and understand the gaps to work on.
ThriveSparrow doesn't stop with creating the engagement surveys, but help you close the bridge of engagement at your organization with invaluable insights. Sign up here for early access now!
2. Get the leaders on board
Before diving deep into the process, make sure to have the top management and concerned managers on board with the survey. At the end of the day, it is this group of management that looks at the results and deploys measures to make the necessary changes. If they are not on board, the whole process can be a futile exercise.
3. Create an air of excitement for the survey
Just like how you promote a product before its launch, create awareness of the survey among the employees and get them excited about the same. Let them know the reason why you conduct a survey and how it will have a direct impact on the work environment of the employee.
4. Launch it
The next step is the actual launch of the survey. It is best to send an email to the employees with the survey as an attachment. Or else you could use the good old way of handing over physical forms which the employees can fill out and give you later.
Which way to go is up to you and the structure of your organization. The aim is to make the survey reach every employee and make sure that they have the tools to answer it properly.
5. Observe and benchmark the results
Once the employees are done with their survey, collect the details and come to a conclusion.
What are the employees trying to say? Is there a common problem that persists among the employees?
What steps are you going to take in order to resolve these issues? Focus on these questions in the next step.
6. Share the results with others
The final step of an employee engagement survey is to share the feedback or message received from the survey with the organization. This will help employees feel recognized and heard. It will also give them an assurance that their problems will soon be mitigated by the organization.
Employee engagement surveys help understand the pulse of the employees and how they currently feel about the company. It is an excellent tool to increase employee morale and productivity as well. Always keep in mind that customization is key when it comes to surveys. Shape it in a way that fits your employee's needs and you can find the results to be not only useful but transformative as well.