Why Your Employee Surveys Aren’t Working

Why Your Employee Surveys Aren’t Working

Employee surveys can be the foundation for informed decision-making in people-first businesses. But HR executives across a range of industries are discovering that traditional surveys aren’t as effective as they used to be. Facing survey participation rates as low as 30 percent, employers need new tools to measure employee engagement.

The first step toward a better survey model is understanding why traditional employee surveys aren’t working. From there, executives can begin to explore how next-generation survey technologies are changing the conversation and engaging employees in an ongoing dialogue about workplace improvements.

Traditional Employee Surveys Are Broken

Surveys are essential for identifying problems and areas for improvement in your organization. Although the goal is still to capture data for business and cultural improvement, survey models and strategies have shifted, largely because traditional survey models fall short in several key areas:

  1. Traditional surveys are too infrequent.
    Annual benchmarking surveys are valuable because they measure changes in the mood of the workplace from year to year. Surveys taken during times of transition can be equally valuable for strategic decision-making.However, annual or semi-annual surveys aren’t enough to engage employees in a meaningful way. Employees want to participate in making the company even more successful. But that means they need the ability to voice their opinions and express their frustrations on a more frequent basis, in ways that can generate meaningful improvements this week or this month – not next year.
  2. Employee surveys often fail to produce actionable insights.
    From an employee perspective, traditional surveys rarely translate into actions or change. This is especially true when it takes a long time to analyze survey results or when management isn’t transparent about the insights captured from company-wide surveys.Over time, the perception that surveys aren’t quickly analyzed or acted upon can severely damage employee morale. Employees no longer feel invested in the process of improving the culture of the workplace and stop participating in employee surveys altogether.
  3. Employees view surveys as irrelevant to their goals and work activities.
    In general, employees are extremely interested in providing insights that directly relate to everyday work activities or have the potential to help them achieve important career goals. When surveys don’t correspond with the needs or interests of the workforce, response rates and employee engagement suffer.Unfortunately, traditional surveys are often designed to address the needs of management – not employees. In today’s business environment, it’s not just about learning how to survey employee satisfaction – it’s about continuously engaging the workforce on the issues that matter most to your people.

Upgrade Your Employee Surveys With HighGround

HighGround transforms employee surveys with an end-to-end solution that captures the voice of your employees and engages them in a continuous dialogue about important workplace issues. Built to provide data insights in real time, our intuitive, cloud-based platform equips your organization with a range of survey capabilities:

  • Pulse Surveys – Brief and frequent surveys that deliver real-time insights about the mood of your workplace
  • Benchmarking Surveys – In-depth annual or semi-annual surveys that engage employees in the process of identifying opportunities and creating change
  • Employee Polling – Company-wide polls that allow employees to share their opinions on topics that matter to them and the future of your business

Ready to take your employee surveys to the next level? Download our whitepaper, “Shift Your Employee Survey Approach” to learn more.