The main objective of an employee engagement survey is to help the company in identifying problem areas that may be causing the lack of drive among employees despite the impeccable salary and benefits provided. The fact is, financial stability is not the only factor that makes an employee develop a healthy attitude towards his work and the company where he is employed. A chance to grow professionally, good relations with co-workers and managers, an open line of communication within the organization, and proper actions toward good or poor performance matter as well. Information about these aspects is what an employee engagement survey intends to provide and that information is further used to improve certain areas of the management and the organization.
Unfortunately, conducting an employee engagement survey does not necessarily mean that it will achieve its objective. This failure can be attributed to the following factors.
Improper Conduct of Survey
An engagement survey is often conducted by a third-party service to avoid additional workload on the company’s staff members and to avoid bias. Although most of these providers are highly experienced in this task, they do have different methodologies and some may not work for your organization. For instance, for large companies with numerous departments, the survey will bring better results if they were segmented in relation to every group or business unit. One set of questionnaires does not work for all. Hence, a thorough study must be done first before designing the questionnaire for each team or individual.
Results are Not Promptly Relayed to the Company
The results of an employee engagement survey can have more use if interpreted and handled immediately. The point is, the employees’ attitude toward their jobs is not static. It can be influenced by a number of factors, such as a sudden promotion, problems at home, or an unexpected disagreement with a co-worker. The more time it takes for the results to come back, the more meaningless the company’s action would be in remedying the situation. The disagreement between two employees may have already resolved itself weeks before the results came in. Hence, any action done to mend it will be unnecessary and will just be a waste of time.
Results are Not Divulged to the Managers
This is a big mistake that, unfortunately, some executives of a few companies do commit. Through a simple analysis, it can easily be ascertained that managers are the most capable of improving employee engagement. First of all, their relationship and the way they handle their subordinates is a huge factor towards how staff members view their work. Second, they can directly encourage employees to develop a healthier attitude towards their jobs. They also act as middlemen between the employees and the executives. In other words, they play a crucial role in the organization. They can help a lot in employee engagement if they only know its current status, which is provided by the results of the survey.
Not Taking the Employee Engagement Survey Seriously
The sad fact is that there are companies that conduct a survey just so they can say that they have done it, either to appease their employees, to show it off to their competitors, or in a bid to pass a certification. Staff members will eventually realize the lack of action from the management and that can worsen the situation, making the survey a mere waste of time and effort.
If you care about your company and its success, it is recommended that you conduct this engagement survey for the right reasons and with the intention of improving your organization. You have to remember that your success relies a lot on the intensity of dedication that your team and staff members exhibit in their jobs. Therefore, encourage that and ensure that it is maintained.