We have already come a long way from the stage of explaining what organizational surveys are. So now we are at finding out why organizations absolutely need surveys to improve employee engagement and digging deeper into how to make the surveys most effective.
Surveys give employees the chance to feel heard. Not having a regular survey sends a clear message: you don’t care about people’s opinions. The act of filling out a survey gives them a specific channel for expressing their voice.— HBR
The organizations may think: Every employee wants to be heard but everyone hates surveys. So, what’s the solution?
Firstly, employees don’t hate surveys just because. It’s only the tip of the iceberg, the real reason is much more multidimensional and historical and in need of excavation.
Secondly, even if it were just that they hated surveys, there is a way around it too. But let’s first look at the reasons for failed surveys.
Why survey is one of the crucial and powerful tools to predict attrition?
Survey works like a modified dragnet that catches all the criminals that are clogging the smooth flow of your organization’s employee engagement and experience. It:
- Listens to their pulse: How else are you gonna find out how they feel about your organization? If you ask an employee whom you have laid off for unexplainable reasons, in person— “How do you feel about our organization?” — it’s usually unlikely in that scenario too they will answer honestly to your question for fear of many future inconveniences. Therefore, an anonymous survey is the best way of getting the real answer from your people.
- Acts as an ozone monitor for your work environment: You need employee feedback to keep your office environment work-fit. If they don’t feel comfortable working in your organization’s work environment, they will quit or work with lower productivity.
- Gives proactive support: Surveys help organizations to help their employees with any roadblocks they are facing with their working. Removing the roadblock will raise efficiency.
- Tracks your team bonding: How team members are getting along and with each other decides the output of a project by that team. So to gauge and oxygenate the team atmosphere and keep the coordination in good sync a proper team-relation survey needs to be formulated.
- Builds relationship: Surveys and the implementation of what is derived from the survey analysis help the employees feel they are actually listened to and cared for. So they feel themselves a part of the organization.
Given The Criticality Of Surveys, Are You Still Dealing With Survey Fatigue?
The following are the reasons for your Employee Engagement surveys to be either a complete failure or not returning the expected results:
- Boring: Chore-like traditional surveys will produce chore-like results. Employees are filling in surveys ritually for so long that the answers to the questions are filled in mechanically by now.
- Untrendy: With the evolution of the work model the surveys can’t be stuck in the pre-pandemic era. The questions, format, mode of distribution, everything needs to be revamped.
- Trust issues: The problem with traditional surveys is they don’t guarantee employee anonymity. So, the employees are always hesitant to fill in the surveys in honesty.
- Tome-y size: You can’t depend on the chunky annual surveys anymore when information distribution has become byte-sized almost all across the board. This is not a test for their patience.
- Unfulfilling: Delivery on the promises are either completely missing or half-baked. Surveys are meant for takers to express their feedback, suggestions and expectations and for givers to fulfill them to their best practical possibilities. So if the former is done with expectations for the first few times without meeting with the latter the surveys get a bad rap.
- One broad stroke: The surveys often cram up all the areas of evaluation and all the departments of the organization in one questionnaire which delivers unfocused results for the organization to understand and take action on.
- Unclear purpose: Usually surveys don’t explain their purpose and goal to the surveyees clearly so they are unsure why they should give their time and thought into filling them in sincerely.
- Question tone: A lot depends on the tone of the questions. If the surveyees feel that the questions are asked for organization’s and not for their benefit or the whole process is just a formality they will show less interest in answering them.
How To Get The Best Results Out Of Employee Engagement Surveys
While composing Employee Engagement surveys organizations oftentimes forget that the ultimate goal of it is not ticking a box. Generic, unseasonable, unhandy, repetitive, unrewarding and overly formal questionnaires hinder the goal of the surveys. They mostly go either unfilled or filled in with non-real answers. So here are some ways that can help your surveys to do the job they are meant to do.
- Purpose: First thing first. You need to fix the purpose of your survey. Retention? Engagement? Giving your employees the best experience so they can give you their best productivity? — What outcome are you hoping for from the surveys?
- Survey for each term completion: The survey that a 10 year tenured employee takes can’t be the same as a new-hire working for just 2 months. Prepare the questionnaires fit to the time of the employee in the company concerning both aspects and language. Industry jargons may not be familiar yet to a month old employee.
- Plant diversity in the questions : To learn about equitable experience of the employee in the workplace the question type needs diversity too.
In a survey conducted with 4.000 employees, managers and business leaders across 11 countries, 86% of employees reported about people not getting heard in their organizations. 47% said that underrepresented voices — including those of essential workers, younger workers, non-caregiving employees and those who identify with underserved races and ethnicities — continue to be undervalued by employers. 75% said they don’t feel heard when it comes to benefits, safety and time-off requests.
4. Scale answers: Using scale questions helps to gauged the degree of disappointment or satisfaction of the employees.
5. Tune your question tone: The tone of the questions should be conversational and attentive with empathetic acknowledgements.
6. Suggestions: Ask employees on their input on negative or improving the condition on a lower scale answer.
7. Focused Surveys: Instead of cramming up everything into one survey, break it down based on focused information you want to collect, like, relationship with the leaders or work-life flexibility or department oriented setbacks, etc.
8. Current affairs: Surveys should ask questions that are compatible with the current state of the working and the organization. Like, in 2022 employee surveys are in a big proportion made up of questions to remove roadblocks of working in the hybrid environment.
9. Be transparent : Explain clearly the purpose of the survey and what the survey-takers can expect from it from the get go.
10. Implementation of promise: Surveys already have a bad name for not being rewarding so it’s imperative to get on with the action as soon as the results are collected. So, the employees will witness the effectiveness of the surveys and know that they are important for the organization and are listened to. This will also eliminate survey fatigue caused by the gap in action and promise.
Even for employees who do feel heard at their organizations, there may be a significant difference between being heard and being listened to. Employees want to know they have an impact on teams, processes and programs. But 63% of employees felt their voice has been ignored in some way by their manager or employer, and 40% don’t feel their feedback leads to actionable change.— Forbes
11. Follow-up: Don’t forget to follow up after implementation of the updates derived from the surveys asking their feedback on the applied changes.
12. Thank you: Acknowledge their feedback with a “Thank you” because their time and honest answers are the main ingredients that’ll help you retain and engage them. So make them feel valued by small gestures.
13. Rinse and repeat: This cyclic process of taking surveys, implementing actions and again taking surveys for feedback on the latest actions implemented can continue to make the surveys effective and earn employees’ trust and engagement.
14. Do it often: Don’t wait for rolling out a lumbersome 50 question survey annually and do it frequently and in in small sizes.
15. Not a one-person business: Survey results can’t be just the HR’s business. Spread them throughout the departments for referencing and making changes.
16. Individual vs Team: Surveys should monitor employee issues at individual and team level. When a team survey measures each individual working together symbiotically as a team, an individual survey measures why that one person in a certain team of a certain department is currently falling behind while they were doing as well as the high performing ones.
Types Of Employee Engagement Surveys That Can Give Real Picture Of Attrition And Disengagement
- Employee life cycle: Employee experience needs to be measured from the new hire to exit time period. So the surveys should also be tailored to those intervals.
- Employee work health index: How’s the health of your organization’s work? This survey investigates what the employees think about working in their organization. Are they happy to be a part of it? Are they getting what they need to not leave the organization and rather recommend it to more people?
- Manager and leadership: This survey measures the effectiveness of the skills of your manager/leader to manage, support, mentor and communicate with the employees and teams.
- Employee Pulse survey: This survey checks in on employee pulse with short and quick surveys rolled out more frequently like quarterly or monthly on more focused topics like feedback on an immediate implementation or their relationship with their teams, etc.
Why Invest In An AI Survey Tool
|SL. NO||TRADITIONAL SURVEYS||AI SURVEYS|
|1||Traditional surveys are open and non-anonymous.||AI surveys are anonymous and confidential|
|2||Same survey for all with standard questions||Customized surveys with tailored questions|
|3||Time consuming. Cost more money and labor.||Time, cost and labor efficient|
|4||Lack of diversity||Diverse questions|
|5||Needs to set time, distribution, scheduling and everything done manually and repeatedly.||One-time setup for questions, time, notifications, follow-ups, frequency of survey release, etc.|
|6||None or manual reminder||Automated Notification and reminder option|
|7||No scope for customization||Allows customization multiple times as per organization’s requirement|
|8||No prediction function||Probable Attrition and Disengagement prediction with source|
|9||Can’t detect minute details like mood/pulse/sentiment of employees||In-depth analysis into mood, pulse and sentiment of employees|
|10||Organizations need to think up their own solutions after manually analyzing surveys.||Recommendations based on predictive analysis|
|11||No follow-ups||Follow-up sequences|
|12||Clunky and long-winded analysis methods. No real-time analytics.||AI powered predictive analysis with Live Report Dashboard|
|13||Fixed-time interval surveys: Annual, quarterly||Surveys designed for hire-to-retire cycle covering the minutest touchpoints in the course.|
|14||Everything needs manual setup||A-Z Automation|
What Can MonAmi AI Surveys Do For You
MonAmi is an AI based automated employee experience product that is once plugged into the organization’s HRMS, it automates A-Z of employee experience including surveys.
- Anonymity and confidentiality: MonAmi collects feedback anonymously from the participant so the answers are more candid and carefree. User conversations are kept confidential.
- Small Size Surveys: Removes Survey Fatigue by asking only 5 questions at a time.
- Focused and In-depth diagnosis: Researches more deeply and focusedly into the area of the issues. The questions are structured layered to drill down into the core of the issues and the questionnaires are streamlined for the targeted type, tenure, department, etc.
- Time saving: It saves time for other administrative work which can’t be left for an AI tool (for the present).
- Diverse: Since each questionnaire is designed for specific groups/types, tenure, department, etc. of surveyees, they are also diverse in nature.
- Automation: The surveys are automated so once initiated and set up as per specifications, there’s no need to keep checking just like we schedule mails for a 3 months in advance and get back to doing other business.
- Notifications and reminders: The employees are sent notifications and reminders to fill in the survey as per set frequency.
- Allow customization: It allows customization in almost everything, from questions to time to reminder notifications.
- Allow alteration: The alterations of the questions, time, reminders, etc. can be done multiple times till the time of survey release.
- Action Recommendations: Based on the analyses of the collected reports MonAmi also suggests what actions can be taken.
- Pre-set follow ups: There’s follow up sequences to the surveys to check if the employees are liking the applied actions, and so on.
- User-friendly: User-friendly for employees because they are easy and fast to go through and for the orgnanization for their comprehensive report.
- Dashboard: Live reporting on comprehensive Dashboard
- Time-, cost- and labor-efficient: MonAmi surveys save the time, cost and labor of compilation, distribution, collection and analysis of the surveys and their results.
We understand Human Resource management is a job demanding a hundred hands. We are just trying to be 98 of those for you.
What questions should be asked in an employee engagement survey?
Employee Engagement Surveys should have focused questions like:
- Do you look forward to going to work every day? — Engagement
- Does your manager care about you as a person? — Leadership
- Are you aware of all the benefits that your company is providing you? — Comp and Benefit
- Do you frequently have to work on weekends and holidays? — Work-Life Balance
- Do you have sufficient time for work related learning? — Learning
- Are you inspired to come up with new ideas? — Enthusiasm
What are the elements of employee engagement?
- Compensation and Benefit
- Work-life Balance
- Learning opportunity
How good is your employee engagement survey?
To measure the effectiveness of your survey you have to check the following parameters of the survey result:
- Percentage of participation
- Honesty in the response
- Is the outcome as per your expectation
- Are the answers helping you learn the things you wanted to learn
Why do we do employee engagement surveys?
- To learn about your employees and understand them in respect to the organization
- To Help them by removing their performance roadblock
- To build a healthy relationship with the employees
- To make them feel listened to and cared for to be a part of the organization
- To keep building a healthy work culture where working doesn’t feel difficult