Employees are the lifeforce of a business. No matter what the organisation is or does, it will always need at least someone to carry out tasks, manage processes and complete transactions. The larger a business gets, the more staff will be needed – and some industries or job roles benefit more from human interaction. While you can improve things over time, it’s important to listen to employee feedback, too.
Through employee engagement surveys, you can learn how your staff feel and what they think on certain topics. This could be related to their roles, career progress, training opportunities, processes, company culture, and so much more. With this feedback, business owners and managers can make changes that directly help or improve their employees as they complete their work.
However, a staff survey can take different forms, and ask different questions. Knowing which to use or ask is key to getting the right information.
What Does An Employee Engagement Survey Do?
An employee engagement survey is designed to inform business owners and managers as to how staff feel about any number of topics or issues. They can cover work-related topics and more personal areas, with well-being checks becoming more prominent in any workplace.
For staff in high-pressure environments, especially frontline employees who work with customers on a daily basis, this can help them remain fit for work and produce the results the business needs.
Customers can be demanding – even the best of them – but the interactions can be rewarding, which is why so many employees choose their fields. Helping people achieve their goals, like in the leisure industry, for example, is hugely rewarding but draining, too. We need to care for our staff and this is one way businesses can keep on top of what they need to do.
How To Conduct A HR Employee Survey
With any type of employee survey, you have options as to how you want staff to answer the questions you provide. Paper forms or face-to-face meetings are an option, but both of these mean more time spent on collating the information at the end, and they can sometimes lack the anonymity needed for truth answers.
Using a digital communication tool that can present the employee survey in an engaging way will help more staff complete it, and using a device they use daily. The information can be collected easily and collated in a meaningful way, which makes it easier to use.
What Employee Surveys Can You Carry Out?
There are a range of employee engagement surveys that can give you the staff feedback you’re looking for. This will help you identify any issues with individuals, teams or across the organisation and take the right steps to address them.
While there are a large number of staff surveys, some common examples you can conduct include:
The most common type of staff survey is based on employee satisfaction. This is a broad look at the employee’s team and business as a whole, and can show where certain areas may be lacking for staff.
Once abnormalities have been identified, measures can be taken to address them or if more information is required, a more detailed employee survey can be used as follow-up to find out exactly what’s wrong.
You can also get a general mood of how employees feel, which can be very useful when changes are coming.
The employee motivation survey looks at a more specific aspect of employee feelings and behaviour. While some may be engaged and happy with their place in the business, they might not be as happy when it comes to their daily tasks and responsibilities.
Over time, this feeling grows into resentment, but it can be easily fixed by looking at their development and progression, as well as what other tasks and responsibilities are available for them to take on.
On the other hand, employees might like their job and the tasks they do, but not the business itself. It could be the attitude of staff, the conduct of management, the direction the organisation is taking, or even the wider company culture.
This is a harder situation to resolve, but the longer feelings of unease and discontent linger, the stronger they grow. Action, however it’s taken, can resolve this but only once the true extent of the problem has been revealed – whether it is contained within a team or is prevalent throughout the organisation.
Mental and emotional wellbeing checks are becoming more common as businesses become aware that treating their staff like cogs in a machine doesn’t bring the best results. Simple surveys that ask for how staff are feeling – both in general and on specific events – can help managers offer support when needed.
When difficult situations are encountered, these surveys can also be an opportunity to learn from them and find better ways to handle them in the future.
Staff performance surveys are quite broad, and look at how people are performing in their role. These can be self-evaluating surveys that let managers see how you view your role, skills and results, while they can also be applied to specific teams.
Managers might also find themselves answering questions on the performance of their staff, or staff evaluating their managers. Staff performance surveys can vary depending on the business and what information is being gathered.
There comes a time when employees will move on with their careers, but this doesn’t have to be a negative experience. This is an opportunity to learn why the move is happening, and if anything could have prevented it. This can help future employees when they reach similar decisions.
While you can do them in person, this isn’t always practical – especially if staff are in different locations or have busy schedules. In some cases, having time to think over their answers and completing the interview digitally can bring more honest information.
Pulse surveys are a shorter way to hear employee feedback. They often include only a few questions and are centred around a particular topic or situation, allowing managers to get very precise information on the issue.
Being so short, they can be returned quickly and actions can be implemented just as fast, making them vital in a fast-paced business.
Understanding The Results Of Your Employee Survey
With all the employee feedback being sent from the staff surveys, collating that information needs to be easy. You’ll want a platform that shows this data being updated in real time, and can be shown in an easy to digest and interpret format. That’s where workplace analytics comes in.
You can not only sort the information sent in as to how you prefer it, but you can see even more metrics, such as time to completion, or the wait between the message being sent, seen and acted upon.
The analytics can show data from other actions, tasks, and metrics across the platform, so you can combine all of this to get the most accurate view of what’s happening in your business as you can.
All in all, once you have the data – and can see it in a suitable format – you can use it to inform your future decisions.
Using Employee Feedback To Improve Your Business
By using the data collected from analytics, you can make decisions to improve any and every area of your business. From where to send your frontline staff to refining the data collected from customers, and accessing resources to understanding the best performing type of content updates, there’s a range of information to scour through and process.
The benefit of this is that you can look at the different areas of your organisation and find ways to make improvements, whether that’s on service delivery, customer attention, staff development, or something else.
With a platform like OurPeople, team management and business processes are all handed in one place, the amount of data you can gather increases drastically, and you can use this to inform any decisions you make. To find out more about what OurPeople can do for your business, and how you can use data and feedback to improve, contact us today.