5 Min. Read.
Employee engagement surveys are powerful tools for understanding the pulse of your organization. However, your survey efforts may need a well-thought-out internal communications plan. Here are seven best practices to consider before launching your next employee engagement survey:
1. Set Clear Objectives
Before diving into survey creation, define what you aim to achieve. Do you want to measure overall employee satisfaction, identify areas for improvement, or gather feedback on specific initiatives? Setting clear objectives will guide the survey design and ensure you collect actionable data.
To set clear objectives, identify the key areas you want to address through the survey. Consider your organization’s goals and how the survey results can contribute to achieving those goals. For example, if your organization focuses on improving employee retention, you should focus on measuring employee satisfaction and identifying factors contributing to job satisfaction.
Once you identify your objectives, ensure they are specific, measurable, achievable, relevant, and time-bound (SMART). It will help you create a focused and effective survey that collects the information you need.
2. Communicate the Purpose
Transparent communication is key to a successful engagement survey. Communicate the purpose of the survey, the usage of the data, and the benefits for employees and the organization. Addressing any concerns about anonymity and confidentiality can also increase participation and honest feedback.
When communicating the purpose of the survey, explain the reason for performing the survey and how the results will be used to improve the work environment. Emphasize the importance of employee feedback and how it can help drive positive change within the organization.
It’s also important to address employees’ concerns about the survey process. Assure them that their responses will be kept anonymous and confidential and that the survey results will be used to make meaningful improvements that benefit everyone.
3. Choose the Right Timing
Timing is crucial when it comes to surveying employees. Avoid launching surveys during busy periods or major organizational changes, as this may impact response rates and the quality of responses. Consider seasonal factors, project timelines, and other internal events affecting participation.
When choosing the right timing for your survey, consider the availability of your employees and any external factors impacting their ability to participate. For example, if your organization has a high turnover rate, you should conduct the survey shortly after new employees have had time to settle into their roles.
It’s also important to consider the timing of other internal events and initiatives that may be taking place within the organization. Launching the survey during a period of stability can help ensure that employees can focus on providing thoughtful responses.
4. Select the Right Survey Tool
Selecting the right survey tool can make a significant difference in the effectiveness of your employee engagement survey. Look for a user-friendly platform with customization options and robust analytics to help you interpret the data effectively.
When selecting a survey tool, consider the needs of your organization and the capabilities of the tool. Look for a tool that allows you to create surveys tailored to your specific objectives and provide you with the data you need to make informed decisions.
5. Design Engaging Survey Questions
The design of your survey questions can impact the quality of the responses you receive. Use open-ended and closed-ended questions to gather both quantitative and qualitative data. Keep your questions clear, concise, and relevant to the objectives.
When designing survey questions, consider the language and tone you use. Avoid using jargon that may be unclear to employees. Instead, use easy-to-understand language.
It’s also important to consider the length of your survey and the time it will take for employees to complete it. Keep your survey concise and focused on the key areas you want to address.
6. Plan for Feedback and Follow-Up
Collecting feedback is only the first step. Plan how you will analyze the survey data, share the outcomes with employees, and take action based on the feedback received. A clear follow-up plan communicates to employees that their input matters and can lead to meaningful change.
When planning for feedback and follow-up, consider how you will communicate the survey results to employees. Will you hold a town hall meeting to discuss the results or share them through email or an internal newsletter? Whatever method you choose, communicate the results promptly and allow employees to make inquiries and provide additional feedback.
7. Evaluate and Iterate
After completing the survey:
1) Take the time to evaluate its effectiveness.
2) Review the survey results against your objectives and identify areas for improvement.
3) Use this feedback to iterate on your internal communications plan and make improvements for future surveys.
When evaluating the effectiveness of your survey, consider the response rate, the quality of the responses, and the impact of the survey on employee engagement. Use this information to identify areas where you can improve your survey process and make adjustments for future surveys.
By setting clear objectives, communicating transparently, choosing the right timing, selecting the right survey tool, designing engaging survey questions, planning for feedback and follow-up, and evaluating and iterating on your survey process, you can create a survey that drives positive change within your organization.
Following these best practices ensures that your internal communications plan effectively engages employees and gathers valuable feedback.
Final Word
An effective internal communications plan is essential for the success of your employee engagement survey. By setting clear objectives, communicating transparently, choosing the right timing, selecting the right survey tool, designing engaging survey questions, planning for feedback and follow-up, and evaluating and iterating on your survey process, you can ensure that your survey efforts are well-received and that you gather valuable insights to drive positive change within your organization.
Workplacely makes it easier to accomplish this. Learn how Workplacely can help you create a more engaged and productive workplace.
