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How to Administer Employee Surveys

iconHuman resources icon2 min read
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Getting consistent and honest feedback from clients and employees alike is vital for running a successful business. Unfortunately, many business owners choose to only focus on the client-side of things and don’t make an effort to survey their employees. Employees see a side of a company that the people in charge don’t, so having a communicative relationship with them is important. What’s more, when you do administer surveys to your employees, there are a number of factors you must keep in mind. 

Anonymous or No?

If your surveys are going to be anonymous, make sure that is clearly stated, and that your employees are confident that there is 100% anonymity. One way to do that is by having a third party administer the survey, so they can be as open and honest as they like, and all you will see are the results. However, the drawback to this method is that you won’t know who all is filling out the surveys. If you’re holding regular surveys and are consistently receiving feedback from less than half of your staff, you won’t be able to see who is and isn’t filling them out. A good way to avoid this problem is to have incentives for the amount of feedback you receive. 

Online Surveys vs Paper Surveys

For the most part, online surveys are the most effective. Your staff can fill them out quickly and submit them at the press of a button, and there is less of a chance of them getting lost or thrown away by accident. However, don’t rule out the effectiveness of getting paper surveys to those members of your staff that aren’t in front of a computer all day. Factory workers, delivery drivers, floor staff, etc. will have limited access to email and might prefer paper surveys to fill out before or after their shifts.

Types of Surveys

Be conscientious of what types of surveys you’re administering to your staff, and when. For example, employee satisfaction surveys should be done in set intervals, so you can compare results from year to year, quarter to quarter, etc. Surveys relating to specific events or situations should be done shortly after they occur. For example, if you want to conduct an Opinion Survey about a recent speaker, do it immediately following the event so details are still fresh in everybody’s mind. 

Whatever the reason you have for conducting surveys, take your employees’ thoughts and opinions into consideration. If you’re receiving large amounts of negative feedback about a recent change to your company protocol, consider trying something new. Don’t simply collect data for the sake of it, but rather listen to your employees; if they’re willing to be open and honest with you, don’t take that for granted.

 

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