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.