From responding to the survey to working with you to make changes, it’s essential to bring employees with you on your engagement program. Find out how to keep them engaged with yours
Employees are everything – their open and honest responses inform the survey results and the actions the business takes once the results are in are designed to improve their experiences.
So keeping them on side and engaging them in the program is vital. Here’s our guide to winning over employees with your employee engagement program.
Why they’ll care
They’ll want to have their voice heard and theirs is the most valuable insight into what it’s like to work for an organisation. Most employees will be keen to work with you to make it a better place to work too, so they could be your biggest advocates.
How to use them
The employees come in during the administration of the survey – you’ll want their responses, so it’s important to encourage them to participate and let them know how you’ll use the results.
What they’ll want to see
Their biggest hope will be that their views are heard and something changes for the positive as a result.
What keeps them up at night
For employees, the biggest fear is that their survey responses won’t be anonymous and that their managers will be able to see what they responded. They also worry that the exercise will be fruitless and their voice will not be heard or lead to any meaningful action.
It’s important to answer any concerns around who can see what responses in the results – employees will worry that their manager will be able to see what they responded
How to manage your employees
Communicate, communicate, communicate – keep them in the loop. Employees are interested in these programs, whether in a positive or negative way.
Constantly reinforce confidentiality / anonymity on the survey in all of your communications. You can’t hammer it home enough.
Show the actions – once the results come out, tie back the things the company is doing to the survey results. Connect the dots for your employees on company initiatives- don’t assume they know it’s as a result of their feedback.