The worst mistake you can make when it comes to employee satisfaction measurement or employee engagement is simply not bothering to measure at all. However, there are a number of other very common pitfalls. Thankfully, they’re all avoidable, with a bit of preparation. So, when it comes to employee surveys, here’s what not to do:
Don’t pester your employees about the survey.
Yes, do make sure they’re informed about the survey, and perhaps give them one or two reminders. But don’t nag them. Obviously, the more responses you get to your survey, the better you’ll be able to address issues impacting employee satisfaction. However, pestering isn’t going to get you the results you want. In fact, some employees may balk at taking the survey because you’re pestering them.
Instead, clearly express how important their opinions are, and communicate that you value their thoughts by offering an incentive to complete the survey. Something as simple as a coupon or discount can motivate employees just by showing them that their opinions matter to you.
Don’t keep the survey results from your employees.
You’ll be getting instant results and analysis if you use a sophisticated service like SurveyMe, so there’s no real reason not to share the results fairly quickly after they’re received. You’ve already tried to communicate to your employees that you value their opinions. You also need to communicate to them that their involvement in addressing their issues is important to you. One way to do that is to be open about the results of the survey.
Also, sharing the survey results can result in suggestions from employees regarding how to address the highest priority issues. Remember, your employees are always your most important resource, and that’s especially true when it comes to addressing employee satisfaction!
Don’t slack on creating an action plan once issues have been identified.
Once you’ve identified some engagement or satisfaction issues by conducting a survey, and shared the results, it’s time to show that you care about your employees opinions beyond collecting them in a database. That is, it’s time to get started on an action plan to address the most pertinent issues. Of course, it may take a while to put that plan into action, but you want to show that you have a clear goal—addressing their issues—and that you intend to work with them towards attaining that goal.