What worked, and what didn’t
You may have achieved a good response rate from all your employees to your last survey, but it was a nightmare to implement and the results difficult to analyse and communicate back to the workforce. How can the whole process be streamlined?
You may have received a high response rate and fantastic data from your onboarding surveys, but your employee engagement survey responses suggest program fatigue is setting in among your more established staff. Does your current method really work, or are you neglecting substantial areas of your workforce? You may need a new approach to response gathering and communication.
How do executives and managers feel about your current reports? Are they positive, or have you detected negative grumblings? How much have you invested in teaching managers to navigate and use reports? Does your current reporting structure really deliver?
Effective employee lifecycle programs include surveys that are specific to each stage. There’s little room for generic questions in a good program. You may be happy with your old questionnaires and models, but your new provider will be able to bring fresh, up-to-date recommendations. It’s worth asking the following questions:
Are you getting very high scores across all items? If there’s little room to improve, it’s time to refresh your questions to ask about more challenging areas
Are there new initiatives, values or culture changes you want to include? Your current item set may no longer be relevant or chime with your current organisational goals
Are you still measuring your leaders and managers against item scores? We really don’t recommend this and suggest you discuss implementing a different approach with your new provider.
Old and new data
When you move to a new provider, you may want to compare the most recent scores with previous ones from your old provider. This is really only worth doing if less than two years has elapsed since your last surveys and the company has not undergone major restructuring or big changes.
If you decide to go down that route, a good employee lifecycle provider will be able to stitch your old and new data together, provided you’ve kept the same item structure and run your surveys frequently. You’ll be able to carry out like-for-like comparisons.
What your previous provider needs to supply
You will need your previous provider to deliver raw (individual response) data from your last few surveys if you want to provide full historical comparisons. Although this kind of raw data isn’t something you’re likely to have accessed before, your provider will hold it and are obliged to make it available to your new provider on request.