Is your company culture suffering, but you’re not sure why? Do you feel like your employee engagement has taken a hit but you don’t know how to remedy it?
Knowing the source of the problem is the first step to fixing it—and surveying is a great way to identify where your struggles are coming from.
In this article, we’ll give you 4 reasons to use employee engagement surveys.
4 Unbeatable Reasons for Employee Surveys
1. To find out what makes your culture awesome
Asking your employees the right questions is the easiest way to find out what aspects of your culture are working right and what aspects could use a refresh.
By strategically giving surveys following major employee morale events, such as parties, you can gauge which types of events have the biggest impact on your employees.
The last thing you’d want to do is to cut a program or event that employees love, only because you didn’t know they loved it.
2. To fix what’s not working
Even if you currently have an environment that promotes an open dialogue on the state of the company, sometimes there are things employees just don’t want to say.
One reason anonymous surveys are so important is because of the opportunity employees have to tell it like it is, without fear of retribution. When morale is low and turnover is high, surveys can help source out the problems. If your survey is done right, you’ll get pure, untainted feedback.
3. To determine your next business move
But of course, surveys alone don’t fix anything.
It’s up to management to address the responses to surveys as best they can. Giving surveys with no intent to make changes based on results is a sure way to drop morale even lower.
Even if there are some things that can’t be changed, or wouldn’t make business sense to do so, it’s up to management to report back to their workers. A simple “We hear you, and while we can’t change X, we are going to start Y,” could go a long way.
4. To remain a relevant employer
People talk (and tweet!) and when those people are your employees or former employees, you better hope they have good things to say about you.
Sites like Glassdoor, Great Place to Work, and Indeed give workers a place to air grievances or sing praises of their employers, Yelp-style. So if a company can’t fix things before good workers leave, they’re likely to see some ugly PR they can’t change.
That’s why following up on strategic surveys is so important. After all, prevention is the best medicine. Analyzing engagement and morale along the way will help you to diagnose issues while you can still address them.
When employees feel heard, they’re much more likely to engage in work and feel good about what they’re doing.
Being valued is an important aspect of work morale and by giving employees a chance to give their opinion, you’re showing them that their opinion is worth something.