Dear Community,
Who of you are familiar with the following questions:
What is going well / not well in your daily work?
What suggestions for improvement would you have for your lead or your team?
What do you wish for in your role or in the company?
All these questions (and more) are addressed in employee engagement surveys. The goals of such surveys can vary. For instance, they can be used for:
💯 Performance and feedback
🚨 Satisfaction and early warning system
👍 Opportunities for improvement
Employee engagement surveys not only show that you care, but they can also be helpful for strategies, policies, and help HR with future challenges.
If the surveys add so much value for employees and companies, why do employees often get the feeling that their answers are not acted upon or become less important?
"What" happens after such questioning is an indication of whether or not respondents feel understood. If the "elephants" in the room are not being addressed, the evaluation might seem to be not taken fully seriously.
Which phases play the most important role, especially after the employee engagement survey?
Evaluation:
The focus here should be on collecting the information from the survey. Based on the evaluation, follow-up measures should be developed among the stakeholders. Possible solutions can be worked out with the help of workshops, for example. Clear communication and openness are crucial here.
Follow-up:
To make sure that the improvement actions or changes implemented have a long-term impact, regular monitoring is important. Before this step, clear responsibilities should be set so that you know exactly who to assign what to and who may need help with implementation.
How often do you carry out employee engagement surveys? How do you conduct them, and to what extent? I'm looking forward to your insights! 🤩
💡 Does this topic spark your interest? Then take a look at our HR lexicon and discover more on the topic of “employee engagement surveys”.
Best,
Melissa
