It makes sense to have some clarity around your objectives when considering implementing an employee survey of some kind. Especially where you have limited budget and resources or need to ‘sell’ it into the business. A survey strategy will help ensure that the surveys you are running, add value to the business. As opposed to being disconnected sets of data.
Struggling to secure the budget to run a survey?
Finding out how people are feeling in the business can often feel like a no brainer to HR professionals. However, the business might not always see it as a high priority. In these cases it can be useful to explore the people issues that are costing the business money. For example, if you are losing people from certain roles or certain parts of the business it might be best to start with an exit or leaver survey to better understand the reasons people are leaving. If you are losing people soon after they join then an onboarding survey can provide vital information. Providing understanding as to how new joiners feel about their initial experiences of working for you.
Running one survey per year is not delivering what you need?
In this case it might be worth considering running pulse surveys that are more regular, but shorter. You can even flex the content of each pulse so it can be targeted at specific groups of employees.
Do you have too many surveys running?
We have some clients who run loads of surveys with no real survey strategy. The problem is they are often owned by different stakeholders and moreover, they are deployed using different platforms. In this case we can help you rationalise what surveys you actually need to run so that they really do add value to the business.
Need help designing the content of your survey?
There are a number of different ways that survey content can be flexed. For instance, you might be interested in understanding the things that are driving engagement in your business more than understanding how satisfied people feel; you might be interested in understanding how much evidence of the company values people see; you might want to understand how people view the culture, etc.
Struggling to take action based on your survey data?
For example, in the NHS it can take several months for Trusts to receive their survey results, digest the data and present it to senior management. In addition, the response rate is often low and the results are often unchanged from the previous survey. Consequently, the outcome can often be ‘it’s nearly time to run the next survey so let’s wait for that before taking action’.
Whatever your situation we can help you develop a survey strategy and build the business case for what you are trying to achieve and advise you on the best way forward.