Employee satisfaction is a key to the growth of a company.  Surveying your employees is an effective way to find out what is on their minds and discover how you can take action to ensure employee engagement.  Surveys can be a useful tool in identifying your employees’ problems, thoughts, attitudes and perceptions in order to determine the degree of satisfaction or displeasure within your organization and identify areas that need improvement.  In this two part post, I’ll provide some guidance on how to get started with employee surveys and create an effective evaluation tool.

A survey can open up the lines of communication and allow employees to share their concerns in a forum that is far less threatening than a one on one conversation.   By using a survey that ensures anonymity, employees are far more likely to provide honest answers to the questions presented.

Not sure whether you need to create a survey?  Start by asking these two questions:

What Should We Survey?
A survey can be used for any number of topics.  The list is truly never ending.  What information are you trying to obtain?  Do you want to identify a problem, gauge employee satisfaction with benefits, or spot areas that need improvement within your organization?  Is there a concern regarding employee turnover or do you just want to know what the staff is thinking?  These are all issues that can be tackled with a survey.

How Will We Use the Information?
Surveys are a great vehicle to create a meaningful dialogue with employees and find out what is really on their minds, but if management does nothing with the information it obtains, it can have a negative effect on employee morale.  Employees are far less likely to participate in future requests asking for their input if they don’t believe their voice counts or that what matters to them is taken seriously.

If you’re trying to more accurately understand your current company culture, employee surveys can be a fast, efficient and low cost way to give you the insights and information you need to create effective change.  In my next blog, I’ll be sharing information on how to get the survey process started.