July 29, 2011 Tessa Duckett
Companies spend thousands of dollars annually on surveys to determine how happy their employees are. They are anonymous, and ask a variety of questions, such as how satisfied are you with your rate of pay. Is anyone ever satisfied? Don’t we always want more?
The survey will break down specific questions into categories like team engagement, plans to stay, how effective is leadership, company mission statements, communication within your company, recognition, growth opportunities, and are you being treated fairly. They will even go into asking questions about diversity.
*Very Good *Good *Neutral *Dissatisfied *Very Dissatisfied
The key to the survey is what companies do with all the data that they uncover. The smart ones will talk about the results with the employees. They will dig deeper into the root cause of why they are dissatisfied. They will come up with action plans to make a cultural shift. For example, If recognition is an opportunity for your firm, the company would need to ask the employees what type of recognition do they like, is it meaningful, where do you like to be recognized(in public, or one-on-one), and how do you like to be recognized(verbally or written). After they receive the feedback, they would need to implement steps in order to change behavior of the leaders.
I think that surveys are a great way to get an overall view of how people are feeling within your company. Yes, some surveys can be skewed. But the true connection is in the verbal discussions leaders and employees have together, the engagement that the employee feels after knowing that their opinion matters, and that management listens. There is no greater way to drive employee retention.