Employee surveys are an incredibly useful tool for both employers and employees.
From an internal point of view, employee survey information can be the key starting point for any annual recruitment strategy, as they allow you to identify:
If you conduct an employee survey, as well as using the information to develop your branding and position of your company, talking about the fact you listen to your employees through a survey is a great tool in your recruitment strategy.
The following ideas will help you showcase your culture to potential employees:
Stories to tell: There will be some areas of the survey you scored low in, don’t hide these away. If you have examples of how you acted upon a low score, use this as it gives you a great story to tell about listening to your employee voice. For example, you could explain to prospective hires that your survey revealed a low score for upwards communication from employees to management. You acted upon it and have now introduced a number of tools to encourage upwards communication.
If you can demonstrate that you have turned a negative into a positive, include these examples in your interviews with candidates, real-life stories of listening to employees will be so valuable. Being able to demonstrate real employee engagement will be a useful tool in your talent attraction strategy. An employee survey is a great way to achieve this and can provide those all-important examples of how employee engagement has shaped your business.
Employee engagement isn’t about showering your employees with benefits and rewards, it’s about appealing to their deep-seated drivers and motivators, in order to draw out true engagement. This, in turn, will enhance work, culture and profit.
“Employee engagement can be defined as:”Employee engagement isn’t about showering your employees with benefits and rewards, it’s about appealing to their deep-seated drivers and motivators, in order to draw out true engagement. This, in turn, will enhance work, culture and profit.”
Even if you feel your company has excellent lines of honest communication, an employee survey is still incredibly useful in ensuring you are gathering regular anonymous feedback. In turn this information can be used to strengthen your employer brand and talent attraction activities.
According to Emplify, companies with higher levels of engaged employees:
This is arguably the most important part of the survey. What do you actually do with the information? How do you use it? How do you communicate the outcomes?
According to Officevibe, a leading employee engagement software company, employees reported the following.
Do not fall into this trap!
If you have taken the time to ask your employees for their views and opinions, show them that you care about what they said! Before you conduct your survey make sure you have:
Post survey, communication between the survey team and employees becomes critical. Explain why certain ideas are being converted into action and change, whilst others are not.
If you can avoid the pitfalls outlined in the stats above, and prove to your employees that their opinions drive change, your employee survey will collate honest feedback.
This feedback can drive improvement throughout your recruitment strategy, not only developing how you present your company to potential employees, but can also be used as an example of employee engagement.
If you decide to implement an employee survey, bear in mind that you need to:
Ask managers which areas of the business they feel need improving and include questions about these areas.
This blog is taken from our 2018 Essential Recruitment Planning Guide. To see one of our example surveys, you can download the free Essential Recruitment Planning Guide here.