We are returning to the topic of employee engagement again. One of those lifecycle activities that takes place in many an organisation is an annual employee engagement survey. It has in recent years become accepted practice to attempt to measure employee engagement through this method, and put a measure (usually a percentage) on how engaged employees are. There are fundamental problems with this approach.
The first problem is that not everyone will complete any survey you issue, so you therefore are only hearing a proportion of your employee voice at any one given time. Often, those who are most disengaged simply will not complete it at all. So unless you are able to generate very high return rates, there is a reasonable chance that you are missing out on useful opinions and feedback.
Problem number two is the questions themselves. Most surveys take a similar approach. Often employees are asked to score their views and feelings by way of a number between one and ten, and they only have the ability to provide open comment to a very small number of questions, if at all. This also seriously limits the value of the information you receive.
Problem number three is actually doing something with the output. Too often surveys are done and noted, but determined action does not result.
Employee surveys can be useful, but they need to be just one way of getting feedback and listening to your employee voice. Other tools should be used alongside it.
Employee Survey Recommendations:
• Do survey your people. But it is better to do this on a regular and ongoing basis, and keep it nice and simple. Avoid very lengthy questionnaires, and do it more than once a year.
• Make sure you share the outputs and what you are going to do about the feedback – even if you aren’t going to do anything at all. Otherwise no one will bother to complete it the next time around. “You said…: we did…” is a great formula for this feedback.
• Avoid making a business case for increasing employee engagement by suggesting that it will improve business performance. It might. But if someone asks you for evidence you are going to struggle to find any above a case study level. This won’t help your cause.
• Don’t forget to think about what disengages your people. Most organisations have lots of little things that bug people, like petty rules and unnecessary bureaucracy. Remove some of these and you will make your place a better place to work. Lots of people forget this.
• Don’t forget to consider other ways of finding out how engaged your people are. Look at Glassdoor (https://www.glassdoor.co.uk), for example, or just get out and talk to them face to face.
• If you don’t already know, check out what people are saying about your organisation on social media. Because they will be talking!
Role of Human Resource In Organization. Human Resource Management.Practical guide to Human Resource. Human Resource Definition.Human Resource certification.Human Resource employment
Role of Human Resource In Organization. Human Resource Management.Practical guide to Human Resource. Human Resource Definition.Human Resource certification.Human Resource employment
Role of Human Resource In Organization. Human Resource Management.Practical guide to Human Resource. Human Resource Definition.Human Resource certification.Human Resource employment
Role of Human Resource In Organization. Human Resource Management.Practical guide to Human Resource. Human Resource Definition.Human Resource certification.Human Resource employment
Role of Human Resource In Organization. Human Resource Management.Practical guide to Human Resource. Human Resource Definition.Human Resource certification.Human Resource employment
Role of Human Resource In Organization. Human Resource Management.Practical guide to Human Resource. Human Resource Definition.Human Resource certification.Human Resource employment
Role of Human Resource In Organization. Human Resource Management.Practical guide to Human Resource. Human Resource Definition.Human Resource certification.Human Resource employment
Role of Human Resource In Organization. Human Resource Management.Practical guide to Human Resource. Human Resource Definition.Human Resource certification.Human Resource employment
Role of Human Resource In Organization. Human Resource Management.Practical guide to Human Resource. Human Resource Definition.Human Resource certification.Human Resource employment
Role of Human Resource In Organization. Human Resource Management.Practical guide to Human Resource. Human Resource Definition.Human Resource certification.Human Resource employment
0 comments:
Post a Comment