Common Pitfalls for Employee Surveys
There are some common challenges with employee surveys and pulse surveys that are seen recurring in different organisations. We discuss below the employee survey’s typical pitfalls that you need to know and navigate through.
Do not stumble upon your next employee survey
By Jeanette Köster, about 4 minutes reading
One of the major problems with how employee surveys have traditionally been conducted is that it is a difficult process with slow feedback. It becomes too large and extensive, which takes a lot of time to do, in relation to how the result is handled and what place the finishing work gets. It can also lead to lower response participation or risk that employees towards the end just click through the questions without really taking a stand on the response alternatives. Then there is also no relevant result to decide on. It will be a bad result with the employee survey regarding the implementation.
The large employee survey
An all-too-comprehensive employee survey often takes a lot of time to analyze, which means that it takes a long time before measures can be implemented. When the survey is complete and the results are available, there is not always the energy left to take the next step.
The consequence of this is easy, moreover, if an employee survey is so extensive that it is not possible to quickly and easily present a result and start working with it, it risks being carried out quite infrequently, sometimes as infrequently as every two or three years, but the consequence that it will be difficult to follow up and assess in a transparent way whether efforts lead to improvements. After all, it is the important thing. With employee surveys that are seldom conducted, there are also easy snapshots that can reflect specific temporary events, regardless of whether employees are asked to consider a longer time perspective.
Ask too little on the employee survey?
A close pitfall is the opposite of large, heavy employee surveys, namely surveys that become so small and simple that they only capture the attitude to various events or questions. The problem with this is that sometimes you need to ask about things from slightly different views to capture an experience or to also create an understanding that it is in a certain way.
What does the employee survey measure?
Then we come to the conclusion that it is important to know what is measured, why and what to do with it then. One problem is if it is unclear what you are measuring why. This can both create a low response rate if employees do not see the value of the survey being conducted and how the results are taken care of. It can also create uncertainty for managers if they do not know what support is available if the result needs action.
Employee Survey and the Manager
Another pitfall for employee surveys is that if it is seen as a rating of the manager instead of being a survey of the experience of the work environment or business, it has consequences for leadership. In addition, it then also easily creates stress and anxiety.
Employee survey with statements
In employee surveys, you often see statements that the respondent must take a position on. Statements are a controversial form to use in surveys, as they have a governing tone. Question sets are generally considered to be the best way to ask questions. Questions are a central part of people’s communication. When you get a question, you are expected to answer and it can contribute positively to the experience of participating in employee surveys.
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People Analytics Software – Start using good Work Environment tools for your next Employee Survey in 2021
Do not settle for a low response rate in your employee survey and ensure that you measure what is valuable in the right way.
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Read more in articles below that deal with measuring the work environment with tools for employee surveys and pulse surveys; and how to improve the work environment in the workplace. To create a sustainable employeeship and sustainable working life with a high degree of employee engagement and active employeeship. Both municipalities, regions, businesses and other organisations use our health management tool. You will find all articles in our knowledge bank.
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With current Work Environment software/tools online and HR tools that have questions with a clear purpose, you can create a happy team. This builds sustainable employees, sustainable organisations and profitable companies.