Do Employee Opinion Surveys Drive Employee Engagement?
Author: Hugh Tonks, published: Jul 17, 2013
Originally posted by Noel O'Reilly in XpertHR on Thursday, 23rd May 2013 In April 2013 I wrote a post, “Employee engagement surveys are dead, long live social media?” on this blog about a survey by Silverman Research for the CIPD which suggested that social media could fulfill some of the objectives of employee opinion surveys, and in some ways improve on them. Obvious advantages that social media offers are:
- Employee feedback is immediate
- Employees set the agenda rather than being limited to multiple choice questions set by the employer
- You can get an overview of trends by observing “the wisdom of crowds”
- Not be boring
- Not be overly concerned with metrics
- Avoid multiple-choice questions
- Capture data in real time
- Provide real-time analyses
- Be available all the time, i.e. like social media
- Record anonymous comments, to build up a picture of employee sentiment
- Avoid multiple-choice questions to allow for finer shades of opinion, and the option of sitting on the fence
- Replace a few discrete choices with a mechanism that allows a much larger range of answers
- Reduce the time it takes to complete, ideally to a minute or two
- Ensure questions are directly relevant to employees, so they feel the survey is about them and is not simply an irrelevant data-gathering exercise
- Giving each employee an index card where they can submit questions or comments
- Allowing employees to work in groups to develop questions.
- Using departmental meetings between employees and managers to discuss issues
- Encouraging individual conversations between managers and employees.