With Autumn well on its way, the new financial year plans and budget allocation at a frenzy it can only mean one thing.  The annual employee engagement survey is on its way!

A landmark in many workplaces, but are annual surveys on their way out and how productive are they? Often, a dreaded feedback mechanism and activity process managed by HR; questions are prepared and delivered with as much excitement as a snack bowl of olives!  But can they be useful and how can you avoid the tick sheet quota?

The importance of an employee survey

Employee engagement surveys generate first hand insight, enticing honest opinions from staff which can shape future strategies and processes in the workplace.  This research and insight tool can lead to positive impact on overall productivity and performance levels.  By identifying workplace problems to common grievances, the employee engagement surveys highlight areas which need extra support or investigation; providing a unified approach to the overall functions and performance of every employee within the company.

With 92% of ‘HR leaders saying that they struggle to get the kind of strategic insights they need from their people data’; feedback surveys are more vital than ever.  Combined with individual opinion of the company, surveys also help to unravel key strengths and weaknesses within a company; a competitive advantage in developing the sustainability of the company.

Pathway to success

Employee engagement surveys, when managed and executed strategically provide a starter platform for honest and transparent feedback to be given from every member of staff. Managers can then use this data to help develop engagement programs, create business strategies and processes, and improve the overall productivity of a company.  Manufactured in a communicative and responsive way it can contribute towards:

• Company and people development & understanding
• Performance appraisal
• Behaviour and competency measurement
• Objective and forecasting company action plans

And lastly, choosing the right time to distribute the survey can have a significant impact on the overall results.  Think about the purpose of the survey; is it to measure significant change in the workplace, is it to monitor performance levels or even a change in leadership structure? In addition, timing is crucial for the successful execution of the survey! Employee engagement survey questions need to be asked at the right frequency to get a continuous stream of helpful feedback. 

Have your say and tweet us @ClearVoiceComms

At ClearVoice Comms, we are experts in delivering employee engagement and communication strategies that inspire your people and transform your business. We influence change through the power of communication to improve your company’s performance. For more information or help with creating successful employee engagement surveys, call or email us today and let us show you how the power of communication can change your business.