Employee Surveys: A Must Have in Your HR Toolkit

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Many companies sponsor Employee Engagement surveys with the hope of learning what is on employees’ minds. The surveys are well planned, executed, and the results are analyzed by the hired
consulting firm. But then – something goes awry. The results are not shared with employees, or the results are shared and that’s as far as the company takes the project. But this is where the actual fun begins! I know, it’s a lot of work to put together Action Planning teams and the teams will need to use work time to make progress. Also, some of the results may show that you need to consider
changes on topics that you might not be able to control. Remember, if you don’t communicate the results and if you don’t make some changes, then you lose trust from the employees. You have wasted the cost and time spent holding the survey.

Let’s take an example. Suppose you scored low on all questions related to benefit costs. In reality, you can’t significantly change the rates. But what can you do? Here are some ideas I have helped companies implement:

  • Start a year-long, subtle media campaign about the rising costs of benefits in your area, your state, and even the U.S. Subtly teaching and preparing your employees for an entire year before open enrollment will help smooth the expectations. The messaging can be intentionally and carefully woven into other communications and messages from your leadership team.
  • Create an awareness of how employees’ health choices are impacting costs. In your newsletters, use facts and data. For example, show that each time someone uses an out of network dentist it costs that employee XXX dollars and the company XXX dollars, versus using an in-network dentist which would have cost XXX.
  • Get a team of employees together and let them coordinate a health fair. Most benefit providers will sponsor an on-site health fair with free screenings for blood pressure, BMI, and so forth. Bring vendors on site to meet with employees. Teach employees that by staying healthy they are directly impacting their benefit costs. Why not invite their family members to the fair?

Employee surveys are an important component to your Human Resources toolkit. Don’t let the communication of results and the Action Planning be derailed. Your employees want to know the results and they want to see their feedback making a difference.

Our Scarlett Survey division can lead your survey efforts, and my team can project manage all of the follow-through work needed so you and your company can spend time on other HR priorities.

 

 

How Are You Progressing with Your Goals for 2018?

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  • Are you expanding your current portfolio into new markets? Have you identified those industry experts with strong contacts in your new vertical?
  • Are you making a new acquisition in 2018? Are you taking action to quickly build and onboard leaders to drive that business? Or finding experts to strategically align the integration?
  • Are you building bench strength and future leaders for your organization? Where are you adding them to your organizational chart? Are you attracting them to your company?
  • Do you need to turn your business around? What is the new structure or even more important the new culture? Are there key leaders that may need to be identified? Others who need to be replaced?
  • Do you have a major industry expert retiring this year? When does his or her replacement need to start to allow some overlap and mentoring? What does the future of that role look like? Could it be top-graded?

As you begin to take action for your 2018 goals, start to think about those strategic game changers that need to be identified and hired. The process can be just as important, consider timing, any shifts in culture, and Onboarding during these conversations. These key positions could mean the difference between success or misstep.