Ten Reasons to Ditch Your Employee Survey

In spite of the heading, I do not advocate ditching your employee survey. Employee surveys are terrific methods to acquire out globally what your personnel believe about your organisation, their experience as an employee and also how purchased into your vision, values, mission and so on they are.

The challenge is that an employee survey can become the big elephant in the area and produce even alot more embedded views by the particularly men and women who should really be advocating your business. If your personnel really feel obliged, or even worse cynical about completing one particular, then you should be selecting this up from the survey outcomes or lack of them.

I once ran a campaign for an organisation about how well a team was undertaking "living" their vision and values. One particular of the values was, "Staff views will be surveyed about how well we are performing." You would assume that the team would rate that fairly nicely, given they had been going by means of an exercise which was performing just that. But no, about a third of the workers voted negatively the team weren't living up to that value. You can't get away from the reality that, their denial was pointing to a deeper difficulty.

I have heard countless managers dismiss employee surveys. If they do not think in them, well you cannot blame their staff.

So if your employee survey displays any of the following characteristics, my guidance to you is to ditch it and start once more.

• You have a lower than 70% return rate


• If the focus of the survey is to get a beneficial response rate


• If a lot more than 50% of your staff state in the survey that they don't believe a thing will be done about the outcomes of the survey


• If your managers think that employee surveys are a waste of time


• If following the survey, there is no genuine or lasting investigation or operate completed on the results


• If the concerns on the employee survey don't truly tell you anything meaningful


• If you do not give your personnel dedicated time to complete the survey


• If the employee survey is your only implies of acquiring staff feedback


• If you dismiss even 1 single response in the survey as being a whinge


• If your managers do not have an understanding of or are not mature enough to deal with the negative outcomes from a staff survey and turn it into a positive expertise.

I hope you identified my list useful. If you have any reasons to add, or any views, I'd love to hear from you.