Employee engagement surveys have become an HR staple. In spite of their prevalence, a recent survey by TLNT and HRmarketer revealed that many of these surveys are a wasted effort:
Posts Tagged ‘employee surveys’
Using the Voice of Your Employees (VoE) to Improve the Employee Experience
Wednesday, November 16th, 2011When to Conduct Employee Surveys
Monday, October 26th, 2009
Timing isn’t everything in employee engagement research, but it’s definitely important to consider. The best time to send out employee surveys varies according to each organization’s culture, history, and goals. If your firm has never conducted research before, an initial wave of surveys will set a starting point for employee engagement and any other factors you may choose to measure. As the results of this first survey will serve as a compass for future research, it’s a good idea to include as many employees as possible. Create a specific, generous time window for returning the surveys. A reminder email in the middle of fielding the survey will help garner additional responses. After your first round of research, your action plans, among other factors, will dictate when to survey your employees. (more…)
Enterprise Feedback Management: Can It Help Your Company Grow?
Friday, May 15th, 2009
Enterprise Feedback Management systems are gaining in popularity. Enterprise Feedback Management (EFM) is a term used to describe systems and techniques that allow organizations to distribute surveys and gather results. A business’ EFM system may include software as well as specific processes.
5 Tips for Motivating Employees to Complete Surveys
Friday, May 1st, 2009
Legendary innovator Henry Ford once said, “If there is one secret to success, it lies in the ability to get the other person’s point of view and see things from that person’s angle as well as your own.” This viewpoint allowed Ford to empathize with the consumer and, perhaps more importantly, his employees. Ford is remembered for putting the majority of Americans behind a steering wheel, but he also paid his workers extremely well for the time. Thanks to this “wage motive,” the Ford Company enjoyed low turn over and lower training costs over time. Henry Ford found that by figuring out what motivated employees, he could keep them around longer, resulting in a better overall product for consumers.