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Employee Opinion Surveys
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Employee Opinion Surveys
Discuss workforce management, performance management, retention, communication, motivation, contributing to business results and other topics.
We are working on our first Employee Survey.
Can anyone share with me their initial written introduction to a survey? We will meet with the employees and talk to them about it, but I also want to put
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Forums » Topic Forums » General Forum » Employee Opinion Surveys
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Employee Opinion Surveys
posted at 9/28/2009 5:43 AM EDT
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Posts: 118
First: 2/28/2008 Last: 7/29/2011 |
We are working on our first Employee Survey.
Can anyone share with me their initial written introduction to a survey? We will meet with the employees and talk to them about it, but I also want to put an introductory sheet with it. Thank you! |
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Employee Opinion Surveys
posted at 9/28/2009 12:22 PM EDT
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Posts: 2146
First: 2/15/2006 Last: 9/14/2011 |
Well, I don't have a sample, but if I were the person being surveyed, I would want to know the following:
What are the goals of the survey? What expectations should the employees have about the results of the survey? How committed is the employer to change based on the survey? Is the survey anonymous? Are the employees required to participate? What do you expect to hear that someone hasn't already stated to a manager or other employee? Obviously there will be some comments that will be easily tied back to a specific employee. How will you handle if the employee feels retaliated against for making the comment? If they feel that is possible, they may not be as honest. I strongly suggest having a third party deal with or "wash" responses so as to take out any personal data. Maybe even review and consolidate issues. You might get better results if the employees know that they aren't writing directly to HR/management/executives. |
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Employee Opinion Surveys
posted at 9/28/2009 1:29 PM EDT
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Posts: 464
First: 6/30/2004 Last: 11/22/2010 |
I am wary about surveys. If they are directed toward identifying issues in the workplace, the follow-up to fixing identified problems becomes very important.
The purpose of the survey is to make improvements and the employees will get jazzed about that, unless this is the umpteenth survey they have filled out and nothing ever changes. Then you actually have a decline in the morale scale. The employees groan and say "oh boy, here we go again. Another survey, another waste of time and nothing changes. Why bother to fill it out accurately?" Ok, so lots of folks get cynical about these recurring survey cycles. The way to be different is to have employee involvement in collating the responses and to have employee involvement with suggesting solutions and have management follow through with actual change. We are doing this now. Employee surveys conducted for the "Best Places to Work in Reno" contest. We were a finalist, but have two areas to work on. I made a deal with our Exec Dir beforehand that we would not do a survey unless we followed up. She has now resigned before the follow up was completed and the whole thing is back in my lap. Yes, I am venting, but am also excited that I get to make it real and it is under my department now. Woo hoo! |
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Employee Opinion Surveys
posted at 9/30/2009 3:17 AM EDT
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Posts: 118
First: 2/28/2008 Last: 7/29/2011 |
The follow up portion of it was the first thing I mentioned to the CEO when she wanted to do a survey. I have been an employee when surveys were done and there was no follow-up and it really brought down morale.
I am pretty confident the CEO is committed to making some changes. My worry is that employees will complain about some things we can't change and it will bring down morale. We are a lean manufacturer and having strict work guidelines is part of it...hopefully if we find something like that comes up often, we can communicate better why the guidelines are in place. I did contact our local employer association in regards to doing the survey for us. Thanks for the input- great idea. |
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Employee Opinion Surveys
posted at 11/10/2009 4:20 AM EST
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Posts: 2
First: 3/25/2008 Last: 11/10/2009 |
I am also wary of surveys, and have seen most do more harm than good...primarily for the reasons already cited.
The biggest concern about the survey is that if you have to do one, then you are not in touch with your employees...that includes all leadership from team leader up! |
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Employee Opinion Surveys
posted at 11/10/2009 7:29 AM EST
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Posts: 1
First: 11/10/2009 Last: 11/10/2009 |
PF,
This may becoming a little late, but after reading some of the comments, it looks at though you have the first major piece in place, buy-in from the top. Beginning with the end in mind is also critical, which will help you in determining what you should be asking, and more importantly what you and your management team should be prepared to do as a result of what you are asking. As a vendor who specializes in this process and providing tools to help managers use the process as a catalyst for conversation and engaging their direct reports, the follow-up is the most important piece. It does not necessarily make a difference what you ask, within reason, but what you are willing to do about what you ask. If you would like to talk about this further you can reach me at glabonte at perceptyx dot com. We can help you truly engage your workforce through this process, rather than just measuring engagement. I hope you are highly successful in this endeavor! |
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Employee Opinion Surveys
posted at 11/14/2009 10:19 AM EST
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Posts: 4
First: 11/15/2006 Last: 12/18/2009 |
Since this is your first employee survey, I have a couple of recommendations:
1) Follow-up has been recommended, and it is essential. The concern about things that can't be fixed, however, can be overcome. In the past, I've made sure that everyone got a written response to every concern. Even in an anomymous survey, this can be done through a posting, follow-up letter, in subsequent meetings, or all of the above. I've had employees thank me for the responses just because "I never expected to hear back from anyone." So, don't be afraid about things that can't be fixed right away or not at all, as long as you have an open follow-up program and written responses. 2) In my first survey, I asked only about things that were wrong or needed to be fixed. Our very responsive, helpful employees did just that. Unfortunately, reading through the issues and suggestions was like taking a series of punches ... and that was in a very positive workplace. So, don't forget to also ask about the good things about your workplace. Good luck with this important process. |
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