How Do You Get the Most Bang for Your Employee Survey Bucks?
[SUMMARY]:
As a leader of a busy HR team supporting a growing organization, it is essential to gather input and feedback from employees to effectively prioritize growth and focus on what matters most. Employee surveys are a critical tool for driving growth in a measured and thoughtful way. To ensure the survey's success, it is essential to define the purpose, ask relevant questions, maintain confidentiality, communicate the plan of action, and be transparent throughout the process. The goal of conducting employee surveys is to build an elite organization with empowered managers and engaged employees. Feedback from employees provides the roadmap needed to prioritize the right things and execute against them.
Timestamp:
0:00:00 Introduction to the importance of employee surveys for HR leaders in growing organizations
0:00:37 Importance of defining the purpose and relevant questions for the survey
0:01:57 Need for confidentiality and clear communication with employees to ensure participation
0:02:27 Importance of communicating the plan of action for survey results
0:03:05 Need for transparent communication throughout the survey process
0:03:47 Goal of conducting employee surveys to build an elite organization with engaged employees and empowered managers
Transcript
Employee Survey Best Practices
Dr. Jim: [:That becomes essential. For you to effectively prioritize your growth journey and focus on the things that most matter, and this is where employee surveys become a critical tool for you to drive that growth in a measured and thoughtful way.
Think of it as a gps,
First [:Now that you've defined the purpose, what's the next step? You need to make sure that you are asking relevant questions. What are the key things that you're trying to drive towards? And how should our questions be structured to get the answers that are going to help us move towards that direction with an employee first focus in mind.
A critical element of conducting your first survey and having it be meaningful is your ability to guarantee confidentiality and communicating that to your employees
ectively Talking through the [:Fourth, once you've. Gathered the information you need to be able to communicate the plan of action. How is this gonna be used? What are we hoping to do with it? How is this gonna take shape? What's the timeline that you can see this feedback being put into action and how it's gonna be addressed? If you don't have that step you're gonna have problems in getting participation.
For your survey.
ible so that you're building [:When you're looking at putting together your first survey, or Making sure that you're conducting surveys. From a best practices perspective, here are the five things that you need to keep in mind. You need to make sure that it's got clarity of purpose defined. You need to make sure that the questions are relevant.
You need to make sure that. You are employee focused in making sure that they're participating. You need to make sure that. You are keeping the output confidential and you need to communicate as transparently as possible throughout the process to ensure that you get the maximum participation.
le up. Is how do we build an [:You need empowered managers, you need engaged employees. And those two elements help you build elite organizations. You will struggle in building an elite organization if you're not asking feedback from. Your employee population because that feedback actually provides you with the roadmap that you need to build and execute against so that you can prioritize the right things.
