Employee surveys are a waste of time
21 Jan 2016 - Blog
Naturally, for an employee engagement consultancy that uses surveys to identify issues and measure progress – the conversation around this topic has got our attention.
This backlash to the annual survey has come about because too many of them are badly done – slow to report, with poor participation and focused on the wrong things. People have got excited launching the fanciest survey tool they can find that produces whizzy results. Of course this is important, but surely the only point of the exercise is to get results in an interpretable, actionable format and then – get on with making change happen in your organisation?
We think it’s really important that engagement activity has both a solid grounding in research and a very pragmatic bias. That’s why our office is packed to the rafters with business psychologists and experienced senior people managers. The theoretical and the practical. The yin and yang.
We run engagement surveys, yes, via some super smart technology (call us to check it out!), but our main energy and focus goes into developing insights and leading clients through action to deliver organisation change:
The beauty of this is that our approach works: our clients improve their engagement scores on average by 7% after working with us, and their employees are 20% more likely to feel that something will happen as a result of the survey. Not bad, even if we do say so ourselves. Check out one of our clients’ progress below:
So you’ll find our account managers asking themselves;
– these are the things we care about.
The survey isn’t a waste of time. It is thriving in organisations that actually do something with the results. Engagement partners should be focused on helping their clients achieve change as a result – because it’s not the question you ask, but what you do with the answer that counts.
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