What worked, and what didn’tYou 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?
Gathering responsesYou 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.
Reporting backHow 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?
The questionnairesEffective 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.