101: Employee surveys
Companies may see these as treacherous times to conduct employee surveys, with challenges due to COVID-19 precautions, reduced workforce numbers and supply-chain disruptions. But human resources experts say team members will appreciate being asked for their input and being heard, now more than ever. Here are some thoughts on employee surveys, their value and what they can accomplish for employees and their companies.
Know surveys are multilayered. Even the number of survey participants reveals information about a company: How many employees are looking to be actively engaged. Beyond that, they show what topics resonate. “Differential participation rates tell us what issues matter most to our people,” said Scott Judd, Facebook head of people analytics and Erin O’Rourke, people growth & survey analytics lead, in a 2018 Harvard Business Review article. “Ninety-five percent complete the engagement survey, more than two-thirds fill out our annual diversity survey, and more than half do our benefits survey.”
Ask employees if they see a future for themselves there. According to employee-engagement company TinyPulse.com, if employees can’t visualize their career progression there, they won’t stay. Asking, “Do you have a clear understanding of your promotion path?” makes the difference in whether employees stay with a company or would recommend it to job seekers. It will show the company where professional-development investments are needed.
Focus on transparency. Global analytics firm Gallup.com notes transparency speaks volumes and surveys should include results. Yet only 55% of employees say they received results from a workplace survey in which they participated. “This shows that you take their input seriously, and that the survey didn’t go into the trash. It can also be a helpful level set. Instead of being disgruntled that their opinions were not heard or acted on, employees can see that perhaps their opinion was a minority view,” said Ryan Pendell in a Gallup article.
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