HR departments aren’t the only ones why do employee survey benefit from employee engagement surveys. While surveys certainly help HR teams know where to focus their efforts, the impact of engagement surveys is felt at all levels of the organization. Everyone wins when companies take the time to listen to their employees, invest in the employee experience, and build a strong workplace culture.

Engagement surveys have the potential to have a long-lasting positive impact on your business if done carefully. To reap the full benefits of employee engagement surveys, be aware of how your organization measures employee feedback, responds to survey results, and tracks progress. Below we will highlight the main reasons why do employee survey surveys are so important – not just for HR teams, but for the entire organization.

7 Benefits Of Engagement Surveys

Regularly measuring employee satisfaction and collecting feedback empowers your organization to make more informed decisions about how to attract, develop and retain high-performing talent. By prioritizing engagement and continually working to improve it, your team can create a workplace where happy employees feel supported and ready to succeed. Here are seven reasons why employee engagement surveys are so important to your business.

Engagement Surveys Can Help:

1. Give Your Employees A Voice.

Engagement surveys are one of the few times employees can give their honest feedback on what it’s like to work at your company. To encourage employees to provide honest and constructive feedback, your team needs to create a survey experience that makes employees feel safe, heard, and valued.

While conducting annual surveys and regular heart rate surveys is a start, you should also work to involve your employees in every step of the survey process. In addition to using a Likert scale (a five-point scale on which respondents answer employee engagement survey questions from “strongly disagree” to “strongly agree”), make sure you do too Include open-ended questions why do employee surveycan share thoughts or ideas they have that they believe will drive employee engagement or retention.

Next, share the survey results—good and bad—with your employees, along with your HR team’s proposed action plan. When you give your employees insight into how your HR department interprets and uses their feedback to make a difference in your company, they will feel valued and heard. Once your employees understand that your company is genuinely trying to improve its workplace culture, it will be easier to garner their support and participation in future surveys.

2. Identify Areas Of Opportunity.

Engagement surveys measure your employees’ commitment, motivation, and passion for their jobs and your company, giving you in-depth insights into areas of your business that are growing rapidly — and that may need more attention. When you ask the right questions, why do employee survey results can give you insight into all stages of the employee lifecycle and direct your organization’s efforts where they’re needed most.

For example, your results could tell you that your employees don’t feel prepared for their tasks, don’t have a work-life balance, or don’t know how to develop their careers in your company. By identifying these issues, you can make more informed decisions about workplace planning and initiatives.

And with a people success platform like Lattice, you can even filter your engagement survey data by employee demographics, department, manager, office location, and more to understand how these factors affect the employee experience at your organization. For example, if your survey results show that only your female employees feel they are being unfairly compensated for their role, your company can conduct a Pay Equity Audit (PEA) to ensure employees of all genders are being paid their fair wages.

If you’re just looking at survey data for all employees, you might not notice this trend and can take quick action to correct it. This kind of detailed insight into

3. Drive Meaningful Change.

Follow-up surveys allow you to track the impact of your actions on your business over time – and then use those insights to continue or update your plans as needed.

4. Build Trust With Employees.

Once you’ve identified opportunities to improve the employee experience, it’s time to take action. When you respond quickly and deliberately to employee feedback, you send a strong message to your employees: your company cares about its employees and is doing everything possible to prepare them for a successful career.

Transparency plays a major role in gaining the trust of employees. So make sure you not only share your initial action plan with employees, but also update them regularly on how new initiatives and policies are impacting the work environment. When your employees believe their suggestions are heard, valued, and acted upon, they will be more open in future why do employee survey. Increased survey response rates and more honest feedback allow your organization to gather more accurate and useful information that can be used to make informed engagement decisions with effective results.

5. Shaping The Corporate Culture.

Creating a workplace culture that employees love takes more than just conducting an annual employee engagement survey. Once you’ve identified areas for improvement, your organization needs to act quickly to address employee feedback and show your employees that you care.

Employee needs are ever-changing, and your organization must constantly listen to those needs and act quickly to meet them. Whether it’s implementing social programs for employees or creating career paths for employee professional development, every initiative your company implements helps shape your corporate culture.

Even if you simply listen to employees and act on their responses, you send a powerful message to your workforce: you listen to their feedback and take responsibility for building a workplace culture that enables them to thrive. Engaging employees takes time, effort, and commitment, but it’s a worthwhile investment.

6. Take On Leadership Responsibility.

While every employee in your organization is responsible for shaping corporate culture, no one has the power to shape it quite like senior management. And since employee engagement can be directly linked to organizational profitability, your leadership team should prioritize employee experience. However, like the HR team, senior management needs guidance on where to focus their efforts and exert their influence. Employee surveys can help here.

By using engagement survey results to stay current on employee experiences, your leaders can help your HR team create and raise awareness of people-centric programs. For example, leaders can use town halls and departmental meetings to announce new initiatives that result from survey results, such as: B. moving to a work environment that prioritizes seclusion, or adopting a more inclusive parental leave policy that encourages all parents to take time off…not just the primary caregiver, for example.

In addition, senior management often controls money and expenses, so it is important to secure their support so that they can approve proposed initiatives and any additional resources required. And once they help raise awareness of important initiatives, leaders can use their influence within the organization to increase adoption and participation in existing and new people programs. For example, if your company implements new employee recognition software, your managers can use it to regularly recognize the hard work of their immediate reports and their team, setting a good example to encourage employees to try the platform for themselves and raise their own reputation. to esteemed colleagues.

To ensure leaders understand the importance of engagement, make it a part of company-wide or individual Goals and Results (OKR). This holds leaders accountable and ensures they are committed to improving employee engagement across the organization

can sometimes contradict each other. By being able to reference historical data and understand the context behind changing employee sentiment, your team members can make more informed and impactful people decisions—and prioritize sometimes conflicting priorities.

Ensure your company is getting the most out of your employee surveys by downloading the Lattice eBook The Ultimate Guide to Employee Engagement Surveys. This comprehensive guide provides tips for running a successful engagement survey and shows you how to analyze, report, and share your survey results with key stakeholders and employees. Start listening to what your employees have to say and begin your journey to building a better workplace today.