There are a number of ways that an employee engagement survey could be redesigned to create meaningful and lasting change. Some potential changes include:
- Making the survey more actionable by including specific questions about the factors that contribute to employee engagement and what changes employees would like to see in the workplace.
- Increasing the frequency of the survey from an annual to a more regular basis (e.g., quarterly or even monthly) to allow for more timely identification and response to issues.
- Creating a more open and transparent process for communicating survey results and the actions being taken in response to them.
- Encouraging participation from all employees by making the survey anonymous and easy to complete.
- Using the survey data to create targeted and tailored interventions, rather than trying to apply a one-size-fits-all solution
- Creating a feedback loop, in which employees can check-in on action taken based on the survey, and it also allows to track progress over time
- Considering new measurement techniques, such as pulse survey and measuring employee motivation, giving the ability to measure employee engagement more often.
- Building accountability by ensuring that senior leadership is responsible for addressing the issues raised in the survey, and making sure they are held accountable for the actions they take in response.
It’s important to ensure that the survey is a two-way conversation and not just a one-time data-collection exercise, meaning it’s not only capturing the data but also action is taken, progress is tracked and communicated effectively.