5 Determining Factors For Writing And Posting Successful Employee Engagement Surveys

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Conducting successful employee engagement surveys helps measure the overall engagement rates in teams. In addition, the practice of creating and publishing these surveys creates a two-way road of communication.

Employees’ interest levels pique. They want to know how to answer each query creatively. However, their answers are more genuine and transparent when managers show that their responses trigger workplace environment change. 

So, to write and publish surveys, you must know about the factors below. 

Then, you can utilise the optimal efficiency of the workforce engagement to drive better business results frequently.

5 Factors Determining The Success Of Employee Engagement Surveys:

Promote and preach honest answers. 

One of the earliest steps in creating a successful employee engagement survey is to preach honest surveys. Employees need a medium in the organisation for complete honesty. So, they can unwind their concerns by filling the surveys with complete honesty. 

When employees trust you for respecting their honesty with surveys on the HRMS, they will answer more regularly. Show them the importance of honest answers to make the culture more purposeful. 

You can give them an example by answering a questionnaire yourself. That will boost your teams to answer complete honest and constructive surveys before the deadline.

Take the c-suite and decision-makers on board while creating a questionnaire. 

While preparing a questionnaire for the employee engagement survey, managers must take guidance from top management. This is an important step. Then the surveys would not be meaningless or time-wasting. 

Rather, each survey would be respectful and drive results with each response. Plus, it will be easy for managers to ask creative, in-depth, and changing-making questions. C-suite management will always know the right topic of discussion and concerns. 

This way, even the top management will know the right resolutions of the concerns at top-of-mind. This will improve the overall HR engagement because every department head can answer those questionnaires. 

Including top management and other decision-makers to prepare a detailed survey is easy using the uKnowva HRMS. HR persons can connect with them directly on the group chats or streams on the social intranet. 

This will decrease the wait for the response time from the top management. Similarly, managers can roll out surveys on the same interface after instant approval from the C-suite management. 

Be clear in the goals to achieve through engagement surveys.

You have to set the right goals to research, write, and disburse surveys to your teams. Writing questions without research and diving into HRMS analytics could be a big mistake. 

To increase employee engagement using surveys, you must know employees’ concerns too. That’s just one example or approach to setting a goal in mind. Certain goals can be:

  • Improving company culture.
  • Cut down process costs. 
  • Which task or process to automate next?
  • What skills are to be incorporated into the system or for particular teams?
  • Improving the digital onboarding to offboarding process after rolling out surveys to existing and departing employees. 

There could be surveys for new employees, existing ones, and ex-employee. Each batch will have a different perspective and experience to share. 

Similarly, each department and team will have different mindsets and access to the HRMS. Therefore, they will get responses according to their knowledge, interaction, and skill set with the system and their team members. 

Ensure that you know how to conduct the survey at the right time.

You must define a process to roll out or publish employee engagement surveys. Without a streamlined process, collecting answers would be chaotic and require more working hours.

The HR engagement will improve drastically when the process is easy to understand and has clarity. There must be no doubt in the HR person’s mind about conducting the survey and reading the results of the same. 

If there is no confusion, the task of collecting all responses will be on time. So, HR managers and generalists can focus on other important tasks too without delaying this one. 

You can decide:

  • The scale of responses, 
  • Duration of each survey, 
  • Choice of replies,
  • Open- or close-ended questions,
  • Format of the entire survey

Besides these fundamentals, you decide:

  • How many people to ask from in a given period?
  • How many answers are you expecting from different teams or departments?
  • Which smart HRMS tool to use for the survey? (For example, uKnowva social intranet)
  • Do you want to reward employees with a coupon or a voucher for answering detailed surveys? (That will motivate employees to engage regularly in filling surveys whenever required.)
  • The right time and place to publish and collect answers for the survey.

These questions enable you to make a strong case based on the survey response later. 

It can make you an authentic and reliable asset to the firm when you propose necessary changes based on the survey responses.

So, think carefully about the process of each survey to invest your time and efforts in. 

Share survey results with your teams. 

To double the employee engagement using the HRMS, you must share results with your teams or employees. At least share with the teams who answered the survey. It will be a surprise for them. 

Sharing results with your internal team, respondents, and top management makes this practice more serious. And top management can share the results further in their professional circle if the findings are outstanding. 

This output will motivate employees to give the best answer possible next time. In addition, they will look forward to commenting, answering, and sharing survey results. 

That behaviour will invite and elicit more workforce engagement automatically. Your social media and PR team can draw really cool, informative, and engaging creatives based on the results.

It will be easy and purposeful to share those creatives over the internet. Moreover, there could be chances for the employees from other companies to read these results. In short, you can get a dialogue started universally after the consent of your employees to share results outwardly. 

Otherwise, sharing the results of these in-depth surveys amongst your teams is enough to get them to talk. They would be excited to discuss what they answered and how it was similar/different from the result. 

That is possible with transparent communications over the HRMS tool like uKnowva. 

Conclusion:

Apply the five factors determining the employee engagement surveys. But be aware that each company has different policies to research, write, and publish surveys. 

Derive better business results using the surveys when you integrate the modern HRMS like uKnowva with this activity. 

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