Engagement Survey : The most awaited survey!

Most of employee engagement surveys, in my opinion, are too long, too company focused and too limited in the information they uncover. Any survey over ten questions runs the risk of losing the employees interest and asking for too much information. Most of us are filling these just to get them done rather than putting thought and focus into each question. The problems with this are that nothing says; I do not care and I am not interested in what you think than sending a survey that is not customized and not targeted to their needs and concerns and speaking of not targeted to employee needs and concerns, the other challenge with traditional surveys is that they are mostly focused on the company.

An effective employee engagement survey of course needs to include questions about the company, but it also needs to engage the associate. Even though, most traditional surveys are long in terms of questions, they are short in terms of valuable information they find out. Questions like do you feel communication is good in our organization? Do you understand the corporate vision and mission? While good questions to ask, the answer of yes or no really tells nothing as a leader.

I like employee engagement survey. In fact, I think these are one of the most powerful tools we have, not only to get a pulse on what our employees are thinking and feeling, but they are the best way to understand how to attract, retain and fully develop top talent. However, they have to be designed correctly, they have to be implemented effectively and associates need to know that they matter.

Let see, what comes in Aug month!