When it comes to employee engagement surveys that can actually give you the answers you are looking for, one-size does not fit all. Every organization has its own challenges that often cannot be effectively addressed solely by off-the-shelf assessments. Sometimes, customized surveys are the only way to get at the real issues affecting employee engagement, productivity, discretionary effort and performance.
Sure, you can start with the standard questions that have been developed by employee engagement training experts. But make sure that you tweak them to fit your particular organization, culture, talent mix, problems and business goals without losing their statistical validity.
Here are three ways to customize your survey to assess your situation.
- When you want to reach out to the entire organizationTweak a standard survey to take into account your specific company…your industry, number of employees, mission, values, etc. Customize the questions that will give you feedback on what challenges your company and workforce are facing. You could include, for example, questions regarding employee feelings about being fairly paid, safety, ability to do their work, and communication by leadership around the company’s vision for the future and recommendations for improvement.
- When you want to reach a specific demographic groupModify the survey questions so you get the data you want by department, job function, age, and/or tenure with the company. If, for instance, you want to know how engaged long-term employees are, you could ask whether they think the company is better now than before.
- Reach out with follow-up questionsWhen you want to probe further, ask open-ended questions when an employee answers either extremely positively or negatively. If, for instance, an employee is disgruntled with career development opportunities, ask for what kind of training would help them along their desired career path.
No comments:
Post a Comment
Note: Only a member of this blog may post a comment.