Engagement

Conducting an Employee Engagement Survey: 5 Easy Steps

With the transition to remote work, employee engagement is increasingly becoming a priority for most organizations. While most organizations have been able to create a decent plan around the engagement initiatives to embark on, measuring their efficacy is next in the pipeline. Towards this, most organizations have been exploring and experimenting with different forms of employee engagement surveys. However, the struggle for most lies in conducting an employee engagement survey in a way that is most effective and efficient. The challenge lies in the fact that if a survey is not conducted in a process driven manner, it could yield unfair results and in the course also rub off employees, defeating the whole purpose. Therefore, it is very important to follow a foolproof approach based on best practices to conduct a survey which can offer actionable insights to drive change and progress.


5 steps for conducting an employee engagement survey


Undoubtedly, the exact approach to conducting an employee engagement survey will differ from organization to organization depending on business objectives. However, the following 5 steps have been well received by most forward looking organizations to conduct their surveys: 


1. Goals & objectives


The first step to conduct an employee engagement survey is to define what it seeks to achieve. A survey can have multiple goals and objectives. For instance, some organizations wish to gauge the engagement quotient of their employees, while others wish to get a comprehensive understanding of what practices are working and identify the gap. Therefore, clearly defining the objectives is very important as it will lay the foundation for all the next steps to come. There is often an opinion that a single survey can solve for multiple objectives. However, while it may work at times, in general, it is likely to be a source of confusion for the employees. 


2. Type of survey


Once the goals and objectives of the survey are determined, it is vital to decide the type and format of the survey. This has various parameters which need to be answered. Firstly, organizations need to agree on the frequency of the survey. The frequency can range from annual surveys which are conducted once a year to pulse surveys which can happen every day. Secondly, depending on the frequency, the length and depth of the survey needs to be finalized. For surveys that occur more frequently, a shorter length is preferred, with as low as one question. Surveys at stretched intervals should have more questions to ensure each parameter of engagement is measured. Most organizations today are moving towards pulse surveys as they are quicker and crisper with higher rate of completion and employee participation. 


3. Designing the survey


The goals and the type of survey are crucial in designing the survey. The survey questions must reflect its objectives and not be a collection of random engagement questions available over the internet. Getting external help or collaborating with platforms like SuperBeings can be an effective way to ensure that the right questions which can gauge employee pulse are a part of the survey. The survey should be a mix of objective and subjective questions to yield quantitative and qualitative results. The questions should be direct and easy to comprehend for all employees. Having very high level questions will drive down the completion rate. 


4. Share the survey & communicate its importance


An important part of conducting an employee engagement survey is to share it with the employees and drive participation. There are various layers to this step. Firstly, employees must be made aware about the importance of their participation and opinion. Communicate to them how the responses from the survey intend to create an impact on the organizational culture and ultimately the environment they work in. Create a case as to how their responses have the potential to nurture a positive impact. Secondly, it is best to have timelines for the survey. When there is a due date, surveys have a better chance of completion. If left open forever, employees will procrastinate and the response rate will be low. 


5. Share results & next steps


Conducting an employee engagement survey does not end with collecting responses from the employees. It goes beyond to analyze and interpret results to drive change with action items. The results of the survey along with the proposed next steps must be shared with the employees to build credibility that their efforts are bearing fruit. No follow up or inability to show impact will lead to a drop out in participation in subsequent surveys. Therefore, sharing results and action steps to improve the areas of weakness is very important.


Getting started with conducting an employee engagement survey


Conducting an employee engagement survey can be a tedious process. Thus, many organizations collaborate with external partners who carry the expertise to hit the nail on the head and drive engagement surveys seamlessly. Such platforms not only help in effectively conducting the surveys, but also offer data driven insights in real-time for managers and other stakeholders to take action and transform the engagement quotient of the organization for the better. SuperBeings is one such new age employee engagement platform that could help you automate the entire employee engagement process. 


Want to know more?

Get in touch for a Demo

Get in touch with us for a detailed demo to learn how we could help you with building a Super Organization.