It is important to know what your employees are thinking and feeling. They are the main asset that your business has, and their health is crucial to keeping your clients happy and your business growing. To that end, business owners conduct employee surveys.
Unfortunately, most employee surveys go unanswered. They're seen as "busy work" with no real purpose. How do you get your staff to complete the survey and give you the information that you want? How do you be certain that your employees do not hit the "delete" key when they see yet another email survey arrive?
Well, most employee surveys fail to get a combination of three reasons. Here are three things you will need to be certain that you DON'T do if you opt to send out an employee survey.
Do not #1: Survey as you have not done one in a while. Your survey ought to have defined and communicated goal. Resist the urge till you have a crystal clear idea of the sort of information to begin creating survey questions that you're currently hoping to gain. Are you trying to ascertain employee engagement and commitment levels? Are you looking for new ways to better serve your clients? Are there education and training programs that your team would be interested in? If they are to succeed, even scheduled surveys each need a goal that is particular. Asking seemingly random questions just makes your survey look like a "time waster."
Do not #2: Use confusing questions. Surveys are for gathering information; not "tricking" people into providing the responses you need hear or "testing" to determine if they've read the question properly. Ask the questions all from the same perspective. Avoid mixing positive and negative questions. Avoid asking if people ". .don't disagree". Ask if they ". .agree".
Remember to maintain the evaluation system simple clean and consistent. Avoid having a 1-5 scale on some questions, a 1-10 scale on others and a "Strongly Agree or Disagree" scale on still others.
Do not #3: Keep the findings a secret. This is a large one. Often polls will not be taken by companies of all sizes rather than return to their workers with any consequences. Normally for one. The owners or management do not like the response and prefer to keep it, or a method wasn't in place to translate the results, and so no one knows what they mean.
Be certain that you get back to your workers with the survey results and what activities you want to take going forward. Communications should be expanding not shutting them down if you think that your workers are telling you something that you don't need to hear that is exactly the time. Let your staff know that their input is valuable and what measures you are taking to make the changes that they've suggested.
You need as many of your employees you can make the best decisions possible for your clients, your staff and your business to complete your survey. By keeping the questions simple and fast to answer, being clear about the survey goal and return to your team together with the results, you'll make sure that you'll receive the response rate that you need.
Unfortunately, most employee surveys go unanswered. They're seen as "busy work" with no real purpose. How do you get your staff to complete the survey and give you the information that you want? How do you be certain that your employees do not hit the "delete" key when they see yet another email survey arrive?
Well, most employee surveys fail to get a combination of three reasons. Here are three things you will need to be certain that you DON'T do if you opt to send out an employee survey.
Do not #1: Survey as you have not done one in a while. Your survey ought to have defined and communicated goal. Resist the urge till you have a crystal clear idea of the sort of information to begin creating survey questions that you're currently hoping to gain. Are you trying to ascertain employee engagement and commitment levels? Are you looking for new ways to better serve your clients? Are there education and training programs that your team would be interested in? If they are to succeed, even scheduled surveys each need a goal that is particular. Asking seemingly random questions just makes your survey look like a "time waster."
Do not #2: Use confusing questions. Surveys are for gathering information; not "tricking" people into providing the responses you need hear or "testing" to determine if they've read the question properly. Ask the questions all from the same perspective. Avoid mixing positive and negative questions. Avoid asking if people ". .don't disagree". Ask if they ". .agree".
Remember to maintain the evaluation system simple clean and consistent. Avoid having a 1-5 scale on some questions, a 1-10 scale on others and a "Strongly Agree or Disagree" scale on still others.
Do not #3: Keep the findings a secret. This is a large one. Often polls will not be taken by companies of all sizes rather than return to their workers with any consequences. Normally for one. The owners or management do not like the response and prefer to keep it, or a method wasn't in place to translate the results, and so no one knows what they mean.
Be certain that you get back to your workers with the survey results and what activities you want to take going forward. Communications should be expanding not shutting them down if you think that your workers are telling you something that you don't need to hear that is exactly the time. Let your staff know that their input is valuable and what measures you are taking to make the changes that they've suggested.
You need as many of your employees you can make the best decisions possible for your clients, your staff and your business to complete your survey. By keeping the questions simple and fast to answer, being clear about the survey goal and return to your team together with the results, you'll make sure that you'll receive the response rate that you need.
