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Hooked Up Creative is a proud co-host of LinkedIn Local for Berkshire alongside local businesses TP Talent, and Talie Prowse.
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The premise is simple; collaborate face to face with your virtual network. We connect local businesses to create a local community to share information & learn from one another.
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We meet in person inviting a guest expert once per month and each week we invite a guest expert to host a 'Facebook Live' session in our private Facebook group - yes, the irony of a LinkedIn group primarily using Facebook is not lost on us! LinkedIn just doesn't currently have the functionality we require.
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The Facebook group 'lives' are free to join and we charge £10 per ticket for the in person masterclass sessions. ALL proceeds go straight to a local charity our members nominate.
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YOU ASK, WE ANSWER:
DO EMPLOYEE ENGAGEMENT SURVEYS REALLY WORK?
In today’s competitive, corporate arena, employee engagement is crucial. With it, you’re looking at high levels of staff morale and enviable rates of retention. Without it, you’re looking at disenchanted staff that will jump ship when the next business boat comes to call.
So what’s the way around it?
For many firms, incentivisation schemes are the way to go; increase pay packets, add in a few obligatory ‘team outings’ and keep fingers crossed for compliance.
Whilst this may work for the short-term, it simply paves over the problem: turnover troubles require not only resolution, but reflection of the reasons behind them. To solve it, you need to get super sleuthy with your strategy in order to work out the why (that’s where the surveys come in!)
So without further ado, here’s why playing Poirot on behalf of your people provides the invaluable feedback you desire, and yields the insights you need to action.
WHAT ARE EMPLOYEE ENAGAGEMENT SURVEYS?​
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Although the age-old survey aversion stereotype still tends to hold sway, employee engagement surveys are a little different. Unlike traditional surveys, which can feel as bland as chips without ketchup, employee engagement surveys are relevant: even the staunchest of survey critics will have an opinion on the organisation they work for, as well as the overall company culture.
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Contrary to popular belief, there’s no one-size-fits-all approach to these surveys; some feature simple scales whereby employees can indicate their level of satisfaction in various aspects of their role. Others comprise of a more comprehensive analysis of feedback on the organisation in general.
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In terms of timescales, monthly surveys tend to work best, providing enough time to evaluate new developments, as well as preventing the age-old ‘paperwork panic’ of a weekly survey that’s sure to end up in the shredder!
WHAT ARE THE ADVANTAGES OF EMPLOYEE ENGAGEMENT SURVEYS?​
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Despite the obvious advantages of encouraging employee feedback on your firm, before you begin, it’s imperative that you reiterate to your team that their responses are strictly confidential. Avoid this, and feedback will more than likely paint an inaccurate picture of staff satisfaction, as workers worry about the potential ramifications of criticising company policies at will.
That said, if approached in the right way, the benefits for your business are manifold.
Staff surveys reaffirm the sentiment that your people are your top priority. In previous times, staff satisfaction was given relatively short shrift by employers, with managers expecting longstanding loyalty from their workers, without investing in their staff accordingly.
Fast-forward a few decades, and on the whole, it’s a different story entirely. Team building days, bonuses, and designated ‘duvet days’ play their part in boosting morale, but equally, there may still be a few issues under the surface that actively need addressing.
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In this regard, employee engagement surveys can prove invaluable. If the feedback remains anonymous, staff are likely to be relatively forthcoming with their replies, and if you analyse the feedback in detail, you’ll be able to ascertain whether issues are experienced across the board, or within a specific department instead.
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OK, I CAN SEE THE BENEFITS, BUT SURELY THERE ARE SOME DRAWBACKS AS WELL?
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As with most things in life, there are always two sides to the story…but the drawbacks of employee engagement surveys are well within your grasp.
Confused? We’ll explain…
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Although the majority of organisations issue some type of feedback form now and again, this tends to be simply a matter of satisfying protocol for personnel. The survey is issued, the box is ticked, and that’s as far as they go.
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The result? Invaluable insights ignored and lost to the sands of time. THAT’S the drawback.
Whilst such a surfeit of feedback can seem a little overwhelming to manage and make sense of, if the data is sufficiently drilled into, patterns will begin to emerge; employees may require additional training to update their skillsets, or, alternatively, feel dissatisfied with specific members of staff.
Whatever the problem may be, an employee engagement survey provides the most congenial platform to express it, and if the insights are subsequently actioned, you can rest assured that rates of retention will naturally take care of themselves!
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MEET THE AUTHOR
TRACY HUDSON
OPERATIONS MANAGER
