One of the most important yet underlooked aspects of running an employee survey is dealing with the feedback.
This not only means reading the results of your survey, but also acting on the information you have learnt in the process of undertaking this kind of questionnaire.
Why is feedback important?
As well as gaining valuable insight into the thoughts and feelings of your employees, a survey may help you to manage their engagement levels.
Data from Aon Hewitt's European Engagement database indicates employees need to be shown how the results of a staff survey will be used.
This will help them to develop confidence in your management.
By running your own survey and actively making decisions based on the results, you could make your business stand out from the crowd as a great employer.
Your business may improve as a result, as engaged employees are generally more productive as well as being less likely to leave your organisation.
The answers provided in a survey could indicate to you just what you need to change in order to get better results.
Certain staff members may even have great ideas about how to improve relationships within the business.
This could be particularly important if there is disharmony between front line staff and their managers as this could affect morale, lowering performance across the board.
How can you act on feedback suggestions?
As well as implementing any suggestions made by your staff, there are a few other ways in which you can act on feedback.
One of which is to set specific goals. These may help you to demonstrate to your employees that you are taking their feedback and suggestions seriously.
It is best to follow your original survey up with a staff satisfaction survey later down the track so you can best judge the effectiveness of your first questionnaire.
To organise a free demonstration of a PeoplePulse survey, click here.