Company culture plays an ever increasing role in business success. The next generation of employees don’t just want to work for you — they expect to play a role in shaping your company’s future.
Organizations that get staff engagement right have a better company culture, attract more talented staff and as a result are more successful.
Driving cultural change requires regular staff input, and staff engagement surveys are an easy, cost effective way to give your staff a voice.
Follow these 6 steps to conduct a staff engagement survey that facilitates constructive dialogue and improves company culture and productivity.
Table of Contents
1. Focus on teams
Forget one-size-fits-all whole-of-organization surveys. They’re clunky and fail to give a true indication of the state of your staff’s engagement with their job and your organization.
Tailor surveys to individual teams and orient them towards creating a dialogue between team members and team leaders.
Empower team leaders to take action on survey results and keep them accountable with regular updates to the executive.
2. Be consultative
Involve staff in your survey design to generate buy-in and higher participation rates. When you ask staff to be part of the survey’s creation, you also gain insights into what your staff want to tell you about.
3. Make them regular
Once a year surveys just don’t cut it anymore. Conduct your staff engagement survey no less than twice per year, every quarter is best, especially if you are a large organisation. Any less than twice per year, and survey data will be inconsistant and useless.
4. Make them easy
Make the survey easy to access and not too long. Conduct the survey online and make it accessible through a link you can send around via email.
The surevy should take no longer than 10-15 minutes to complete. Any longer and staff will lose interest and answer questions without proper consideration. At the end of the day, you want your staff being productive not spending half their day filling out a survey.
When the survey is ready for staff to complete, set and communicate a deadline along with regular reminders so staff don’t forget to participate.
5. Be transparent
Share survey data with everyone in the organization as soon as possible. There are a number of ways you can do this. Try a combination of the following: an agenda item at team meetings; a whole-of-team email; a whole-of-organization email; an address from the CEO.
Include in your communications a high level plan and timetable for taking action on survey results.
6. Take action
Don’t expect data to reveal how awesome it is to work at your organization. No company is perfect and even the best places to work in the world invest in maintaining and improving their culture. Good staff engagement is a continuous program of improvement.
Get to work as soon as possible. Create project teams to plan and drive the change process. Open project teams up for volunteers from all teams who want to make a positive contribution to the company. Ensure senior leadership champions your change agenda.
A great company culture is the sum of a lot of different, interconnected activities and efforts. Knowing how engaged your staff are with their job and how they feel about working for your company is the first step toward creating a company culture that drives productivity and success.
Sharing is caring, so please let us know your tips for conducting staff engagement activities?