Employee surveys
can help you create a better culture and a more engaged and effective
workforce. Employee surveys include engagement surveys, experience
surveys and effectiveness surveys. Research shows that engaged
employees are more productive. They also take less time off and are
more likely to make customers happier. Simply put, engaged employees
are a huge asset for your business. But you cannot end up with
engaged employees unless you determine what they want.
Just like
customer satisfaction surveys assess what is needed to satisfy
clients, employee pulse surveys help determine what it takes to make
satisfied workers. Pulse surveys provide you with real-time insights
about your workers, make employees feel listened to, make workers
build better habits, create a culture of continuous improvement and
gets higher response rates.
Although many
people invest in pulse surveys and customer satisfaction surveys,
many of them do them only occasionally like once a year. Using a
single data point in a year to guide decision-making is an inadequate
way of accessing your workers.
A pulse survey is
about 5-10 questions long: it should not take long, meaning you
should not have problems administering another one after a period of
time. Again it should focus on a specific area for improvement and so
you should run it based on what you want to improve in the next two
or three weeks. Therefore, it should be done on a weekly basis. Many
people probably run pulse surveys on a yearly basis because they
think it should be a long questionnaire that asks employees' opinions
on various issues. If you have such an attitude, it explains why
pulse surveys are hard to develop.
Pulse surveys
developed with such a focus end up being very boring, especially if
managers and employers are not engaged in it. The fact that pulse
surveys do not get replied to in your company or the response is so
poor can discourage you from performing another one, just as is the
case with customer satisfaction survey. For more info, Visit us online.
