Employee Engagement Survey Used as Best Communication Tool

86089312_4When you think about conducting an employee survey, consider the benefits of it being one of the best and most significant communication tools you can use at your company.

Employee engagement surveys are not used strictly for collecting feedback. Pre-survey communications; advertising that the survey is coming, should relay survey goals, anonymity and post-survey findings. These communications should come from the organizations top leadership.

  • The first message should be that the organization’s leadership is genuinely interested in what employees have to say.
  • Each question on a survey should be examined thoughtfully to ensure they are consistent with the company goals.
  • Show where there are areas of strengths and weaknesses and communicate to employees how the company intends to change them.
  • On the survey, remember to ask about employee benefits. This may be the only time you can elicit feedback about them.
  • Employees should be able to share their thoughts without retribution when they voice their opinions – whether on an employee survey or in person. Does your company have a culture of trust? If employees do not trust the organization, they may not answer survey questions honestly if they fear retribution.
    Some employees think that online surveys are much less anonymous than paper, because they think their IP addresses will link survey responses to individuals. They must be assured by management that the data and feedback collected will never be singled out or individuals identified. TNS ensures that privacy and anonymity is lock-tight when using our online survey technology.

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What to Do When You Can’t Go To Human Resources for Help

fire_breathing_dragon_by_sandara-d56vmyuSo, you say that your micro-managing boss is a fire-breathing dragon and on your back all day long? You feel like you’re being bullied and you’re this close to telling him or her off and quitting on the spot. But you’re not 16 anymore running back home to your folks announcing you just quit and will find another job next week. You’re much older now with a family to support, mortgage, kids in college, and bills up the ying-yang. Who loses when you walk off the job? Oh, sure, employers suffer having to rehire and spending a couple grand, but they will recuperate. You may not unless you are ultra-savvy in the job market and can snap up jobs quicker than Donald Trump can slip on another gold ring. The majority of us will suffer the consequences of such an irrational move as tempting as it is at the time.

So, walking off the job with a few choice adjectives mumbled under your breath is out of the question. Let’s go to human resources to air grievances! This is the logical and rational approach to getting issues resolved in a calm and democratic way. After all, isn’t that what the rule book advises? Most company handbooks will say similar things such as the following:

Right to Speak:

Every employee has the right and ability to raise issues of concern about the company or about the treatment of an employee confidentially, free from any fear of reprisal.

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FREE 8 Tips Booklet Going Fast!

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This little booklet speaks to managers and is chock-full of great tips and stats that we at TNS Employee Insights have compiled to illustrate the depth and importance of engaging employees.

CALL TODAY! – No muss, No fuss!

888.726.8686

Or visit our website – www.tips.tnsei.com

TNS Employee Insights LIVE at ALFA 2014 Conference in Phoenix!

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If you happen to be visiting or live in Phoenix, Arizona, stop by and visit us at the ALFA 2014 Conference & Expo at the Phoenix Convention Center, Halls B-E on May 20-22.

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Employee Engagement Starts with You

http://www.sxc.hu/browse.phtml?f=download&id=1151651Last week, I wrote a blog about supervisors’ and managers’ responsibility for employee engagement and some psychology that goes along with it. There is only so much that employers and supervisors can do in order to ensure engagement, the rest is up to the individual.

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One-on-One Psychology Needed to Stimulate Employee Engagement

In my opinion, there are several different levels of employee engagement according to how one experiences his or her world. This coincides with several demographics as well, and not just age, tenure, race, work location, position, which are typically surveyed, but also maturity, heritage and family traditions, education and career aspirations, which reflect an individual’s personality traits. Survey items (questions) zero in on how groups of employees feel collectively about certain topics. Even though written comments are recorded and analyzed as well, they are not addressed on an individual level face to face with an employer. Even an item, “My supervisor treats me with respect and dignity,” is grouped with other employees’ responses.

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EngageMINT… One piece at a time!

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Sometimes it’s the little things that count.  Here are a couple of sweet tips to encourage engagement within your organization and work teams: Continue Reading →

The Importance of Word Choice when Developing Questions

imagesAKQ1ZA01Clarity is key when creating open ended (comment) questions.  It is very important to use words that will not be misinterpreted by the person reading the question. Misinterpreting even one word can change an individual’s entire understanding of the question. In developing surveys both through school and in my professional career, I have noticed a few common errors that can be avoided with better word choice.  The first problem being that an individual may not understand a word in the question, and therefore the survey taker may try to draw meaning from the rest of the sentence.  This can lead to survey takers answering in a way other than what was intended, therefore skewing the results of that particular item.

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Avoid an EEOC Nightmare!

gavelI would like to add on to the “Engagement Tops the List for Keeping HR Up at Night!” post, written by Christy Kessler (http://blog.tnsemployeeinsights.com/?p=3540). She brings up some great points, but what about the Equal Employment Opportunity Commission (EEOC)? From my experience, an EEOC lawsuit is an HR department’s worst nightmare.

I have spent a year working for the EEOC before working here at TNS Employee Insights and I have been involved in several multi-million dollar lawsuits against some reputable organizations. From interviewing countless witnesses and class members, I have found a clear trend: most employees are simply too scared to go to management about their issues in fear of retaliation. In many cases, it is management that discriminates against their employees. However, it only takes one complainant to get others talking, resulting in what could be a 4 year migraine for your HR department. Believe me, the EEOC is relentless.

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