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EMPLOYEE SURVEY

EMPLOYEE

...YOUR

BRAND ADVOCATE

...employees who don't feel significant won't promote your brand

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Decide whose input you need to include and whose input you don’t need

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Set clear deadlines and turnaround times right from the start

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Ask participants to let you know upfront if they cannot meet the time frame, so you can assign someone else

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Establish one person for the final sign-off, and make it clear to everyone in the sign-off process that when they say it’s final, it’

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Distinguish ‘nice to have’ questions from ‘must have’ questions

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Avoid designing your survey by committee

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EMPLOYEE ENGAGEMENT

Your company’s financials have never looked better, but there is a sizable number of employees submitting their notice. What’s going on? If only there was a way to ask employees how they’re feeling about their work

You can apply the employee engagement survey – a comprehensive tool for assessing point-in-time employee sentiment, collecting data, and implementing actionable insights.

.More and more organizations check in with their employees at regular intervals to ask questions about what they’re thinking – upping the once-annual frequency to bi-annual, quarterly, or even monthly employee engagement surveys.

What is employee engagement?

Engagement is how someone thinks, feels and acts to help their organization achieve its goals. An employee engagement survey measures the engagement of your people so that you can analyze the data and take action to improve engagement levels.

What factors impact engagement?

We measure employee engagement as a composite score of five factors:

  • Intent to stay – the likelihood that employees will still be with the company in the next two years

  • Work involvement – the psychological and emotional contribution people apply to their work

  • Discretionary effort – the level of effort above the minimum required that people are willing to put into their work

  • Pride in the company – the extent to which people feel proud to work there

  • Willingness to recommend the organization – how likely people are to recommend their organization to friends and family

Where to start with survey design

Designing an effective employee engagement survey requires careful thought to return the best possible results and data. To start, keep your survey structure simple and intuitive. Employees will need to understand how to answer the questions and your managers will need to understand how to read the report. Your goal is for as many employees as possible to understand and act on the results of your engagement survey.

Here’s what else you’ll need to think about before you get started:

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

EMPLOYEE EXIT

Your employee has handed in their notice. Are they just a bad egg? Maybe you’ve decided their time with the company has simply run its course?

Thinking this way may make you feel better in the short term, but in the long-run your organization will suffer. Pinpointing why people leave is crucial to the success of your company.

Exit interviews are a great way to identify trends in why people leave the organization and learn from them to reduce more exit in the future.

 

What is an exit interview?

An exit interview or exit survey helps you to understand why people are leaving your organization and give you actionable ways to prevent further exit.

This could include more robust hiring strategies or improvements to your culture and management styles.

 

Why are exit interviews and surveys important?

The hiring process can be long and expensive. If at the end of it you’re employing people who stay at your company very briefly, then you’re not only wasting time and money with recruitment but every time someone leaves, a bit of company knowledge or process goes with them.

By providing departing employees the opportunity to give their honest feedback, you can gather valuable insights to improve the employee experience for future staff.

Moreover, it will pay dividends in the long run if you invest time and energy in finding out why people leave your company and come up with ways to prevent it in the future.

What does a good exit survey look like?

The most effective exit interviews:

  • Encourage open dialogue by using online surveys, which result in more candid feedback (as well as useful data) than a more traditional face-to-face interview

  • Don’t shy away from asking tough questions. Particularly ones that shine a light on potential breakdowns within your business

  • Understand the impact of employee exist by correlating data from different sources. For example, by tying in your exit interview data with employee engagement data you can start to identify regrettable and non-regrettable reasons to leave the company

  • Track trends over time so you can measure improvements and link them to KPIs such as staff turnover costs to prove the ROI of your improvements

How to conduct a successful exit interview

Different exit surveys will gather different types of feedback. Some ask for direct feedback on the person’s manager while others just ask about the role and reasons for leaving.

If an exit survey isn’t clear to interpret you may want to consider redesigning your survey

Exit interviews should also allow you to dissect data by performance levels, tenure and role.

Unlike an engagement survey where you deal with constructs built around employee attitudes, an exit survey should be much more practical and simple to design and interpret. If an exit survey isn’t clear to interpret you may want to consider redesigning your survey.

It can be useful to include a few open text fields in your survey too – often they elicit rich detail and nuances about an employee’s decision to leave compared to multiple choice questions.

5 Tips for exit interviews and surveys

  1. Make the exit interview part of the standard procedure during the employer and employee separation and use automated systems to reduce the workload

  2. Conduct the exit interview just before the employee leaves the organization as they are less likely to respond to the survey once they have left the organization

  3. Keep employee exit interview questions short and simple by focusing on evaluating different job components and identifying needed changes

  4. Think carefully about questions around emotions as this is particularly difficult, especially if the employee has been terminated from the job

  5. Assure the respondent that their comments are confidential and will not be directly shared with their manager. Most importantly it should be emphasized that it will not affect any reference they may seek in the future

360 SURVEY

What is a 360 Degree Survey?

 

A 360 degree survey is a process that solicits feedback on employee performance from several different sources: from managers, peers, reports, and a self-assessment. In cases where the employee interacts with the public, a 360 survey may also include feedback from clients, suppliers, contractors, or vendors.

Moreover, frequent 360 surveys can provide insight to help employees improve their performance more than once per year. They also provide a record to help employees stay accountable for their improvement goals and to help managers track progress.

 Why 360 Degree Feedback   is Important?

 

360 degree feedback surveys benefit leadership, teams, and the entire organization immediately. By providing a safe, confidential, and reliable way for colleagues to provide feedback, a company gains valuable insight into current leadership, teams, and overall health of the organization. 360 feedback surveys provide leaders with powerful knowledge and feedback into what is working and what isn’t. When using this feedback data correctly, organizations can quickly take action, by helping employees improve and become better leaders and contributors in the company.

 

Benefits of 360 Degree Feedback

 Increases self-awareness

Self-awareness means understanding your personality, including your strengths, weaknesses, beliefs, motivations, thoughts, and emotions. It is especially important when it comes to leadership because leading people requires a careful balance of competing priorities.

Clarifies behaviors

If I asked you what behaviors went into making a good leader, would you be able to list 62 behaviors off the top of your head? That’s how many behaviors we ask in our standard business leader 360. The very act of asking about them teaches what is important to the organization. Additionally, it allows you to see if you are focusing extra effort on a behavior you are doing well, possibly at the expense of shoring up a weaker behavior.

Measures “how” things get done as opposed to “what” get’s done

Which is better, doing something the right way even if it might fail or just getting it done no matter how it happened? Or more concisely –process vs. outcome? Answer: it’s always process. 

Promotes dialogue

Dialogue is the first step in moving from measurement to improvement. Self-awareness, clarified behavior, and process feedback combine to provide a natural opportunity for dialogue.Additionally, the survey administrator and the surveyed leader highlight strengths and then explore weaknesses.

Improves working relationships

One of the vital behaviors in a relationship is a mutually beneficial exchange. Performance feedback is something that is often one-sided (as in a supervisor/direct report relationship) or altogether missing (peers don’t feel it is their place to say anything). By introducing this element into a relationship, we have created another touch point of reciprocal support.

Encourages personal development


Personal development turns effective contributors into effective managers. Employers who provide personal development opportunities retain talent more than employers who leave employees to their own devices. A 360 leadership assessment provides necessary aspects of personal development.

 

 Increases accountability

The enemy of accountability is  ambiguity. The more vague something is the harder it becomes to hold people responsible. 360 degrees surveys clarifying behavior which then  allows you to hold someone accountable. If you made the behaviors clear enough, the individual will actually be able to hold his or herself responsible.

Enhances performance

Our internal research shows that a good 360 degree feedback program is related to increased employee engagement and improved performance. Done well, 360 degree feedback assessments can become something employees look forward to instead of fright.

Empowering employees to publicize and promote your business's brand can give you an edge in the customer retention war.

 

Build better workplace with employee surveys to grow employees to be your living images of your brand.

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