Posted on May 2, 2019 by admin
A lot of people have never even heard of an employee engagement survey and now it’s your turn to conduct one! After you’ve received your results, you may be staring at the paper wondering how to take it from here. Thankfully, we may be able to point you in the right direction.
What is the purpose of the survey?
The most important thing you can take from the survey is the happiness of your employees. When your employees aren’t happy, that means the survey is giving you an opportunity to help create a better environment for them. Ultimately, this will help result in profit. If the employees are happy, they’re more likely to get their work done efficiently and effectively.
What to take from the survey
After you’ve conducted your survey, you want to make sure you thank your employees. Whether it’s by formal letter or by email to each, this is a step in the right direction of providing a positive environment.
Next, you want to make sure you look at the in-depth results. To share these with managers and executives, you may want to hold this as an in-person meeting, rather than across emails. Then, you may want to split up your managers and higher ups into smaller groups. This will allow a laser focus and more ideas to sprout and is typically called an “employee focus group”.
If you notice that your employees excel in some areas, make sure you take the time to look in places in which they don’t. If there is a general area where most employees don’t do well in, then you should prioritize these areas. Look at why other things work for them in different areas and try applying the same method to areas in which they aren’t doing well in.
How to Implement Ideas
When conducting an employee focus group, it’s important to have a moderator who isn’t a manager, but someone who is experienced and can help with implementation. Come together with your ideas and agree on which would be valuable to implement. If there is a disagreement, someone other than a manager may need to step in to help come to a mutual agreement between the parties.
When you’ve decided on which ideas to implement, test them out beforehand and take note of anything that may be working better or worse. When you’ve observed these results, go back to the drawing board in another focus group meeting to improve these ideas or permanently implement them.
After your ideas are permanently implemented and away from their test-run, you want to make sure you keep tabs on how it’s going. Have a monthly meeting with your focus group to discuss how well the ideas are excelling and if it’s starting to go off the deep end. Never implement an idea and stray from keeping an eye on it. After six months, it’s important to re-conduct a survey to see if the implemented strategies are working.