Why NOT to Conduct an Employee Engagement Survey

With all of the fervor that organizations have around employee engagement surveys, how many of them ever stop to take a deep, serious look at why they’re doing them?  Even more to the point, why should organizations consider NOT doing them?

Here’s one good reason.

Don’t even think about conducting an engagement survey unless you plan to do something substantive and meaningful with the information your employees have given you. It doesn’t take a rocket scientist to realize it’s usually counter-productive to ask someone their opinion if you don’t have a sincere interest in responding to what they have to say.

Employees want to know you’re genuinely interested in their opinions and that you are not simply conducting a survey so the company can give the appearance that “they care.” If people feel you’ve falsely raised their hopes and wasted their time in asking for their opinion without a plan of action from what you learn, they are unlikely to participate next time around or give thoughtful responses if they do.

Organizations can take several steps throughout the survey process to develop confidence and trust with employees. These steps are especially important if people feel that previous surveys have done little to improve the work environment.

Before the survey:

Explain the survey’s purpose and expectations
Describe how participation will benefit both the employee and the organization
Identify the survey provider you are working with, and outline the methods and process they will follow to protect the employee’s identity
Introduce the survey with timeframes for what will happen and when
Develop a plan for how you will evaluate results and consider corrective actions

After the survey:

Communicate survey findings while the survey is still fresh in the employee’s mind
Review results in structured [...]

By |October 14th, 2015|Employee Engagement, Employee Surveys, Engagement Surveys, Surveys|Comments Off on Why NOT to Conduct an Employee Engagement Survey|

Engaging Employees in the Hospitality Industry

IN THE YEAR AHEAD, HOTEL EMPLOYEES WILL HAVE EVER GREATER ACCESS TO MORE AND DIFFERENT WAYS OF UNDERSTANDING THEIR COMPANY’S PERFORMANCE, CULTURE AND LEADERSHIP, WRITES STEVE LAWLER, MANAGING PARTNER OF ST. LOUIS-BASED OPINIONS INCORPORATED. NEW SOCIAL MEDIA TECHNOLOGIES WILL CATALYZE CHANGES IN THE RELATIONS NOT ONLY BETWEEN EMPLOYERS AND EMPLOYEES, BUT ALSO THOSE BETWEEN EMPLOYEES AND GUESTS. ENGAGING EMPLOYEES WILL THEREFORE BE A KEY OBJECTIVE FOR ENLIGHTENED MANAGERS.
To read the article please click here Hotel Employee Engagement Article

By |December 11th, 2013|Employee Engagement, Engagement Surveys, Hospitality, Surveys|Comments Off on Engaging Employees in the Hospitality Industry|

Keys to Effective Employee Engagement Surveys

Les Landes’s Webtalkradio show on Employee Engagement: The Heart of Business Success features this interview. Employee engagement surveys come in all shapes and sizes, and they are definitely not all created equal. Creating an effective survey that produces meaningful, actionable data is a true science. According to Bob Hardy from Opinions Incorporated, it begins with a rigorous process to ensure that you are crystal clear about what you want to GET from it – and what you’re going to DO with it. Then you need to be painstakingly precise in asking the right questions in the right way to ensure you’re evoking appropriate responses. Listen in and learn how to make sure you’re hitting the mark and getting the bang for the buck in your next employee engagement survey.

Click to listen

By |October 7th, 2013|Employee Surveys, Engagement Surveys, Surveys|Comments Off on Keys to Effective Employee Engagement Surveys|
  • Opinions Inc Inhouse survey post
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    So You’re Thinking of Doing An Employee Survey In-house…

So You’re Thinking of Doing An Employee Survey In-house…

So You’re Thinking of Doing A Survey In-house…

A decision has been made to conduct a survey and you have been appointed as the person responsible for making it happen. You’re told the company hasn’t budgeted for this so you need to keep it as low in cost as possible. You think to yourself, “Hey, it’s just a survey, how hard could this be?” You decide to do it in-house and you begin to research the overwhelming surplus of surveys and survey questions available on the internet and soon realize that hundreds – maybe even thousands – exist. You suddenly realize that this survey thing isn’t so easy after all…

This may or may not describe exactly how you began to think about doing your survey in-house. No matter what circumstances led you to think in this direction, you should consider these points before you decide to keep the survey plans under your company’s roof.

Time is Money

It’s an old adage, but it rings quite true here. Even though the budget is tight for your survey – or there isn’t a budget at all – you and your in-house survey team can end up spending more in valuable company work hours putting a useful survey program together than you would in company dollars if you outsourced the project to a third-party survey vendor. The clock doesn’t stop ticking once you’ve selected your survey questions either. In fact, you’re only a third of the way there. Now you have to administer the survey to employees. If it’s online, your IT department needs to be involved. Human Resources takes the brunt if it’s a paper survey. Oh, and, you’re still not finished. Someone has to assemble and process the [...]

By |September 6th, 2013|Surveys|Comments Off on So You’re Thinking of Doing An Employee Survey In-house…|