Do Your Employees Complete Work Surveys Accurately? Probably Not.
Think of the last work survey you filled out. How honest were you with it? Completely impartial, were you? Don’t let your nose grow past Pinnochio’s!
Keeping a pulse on your team is absolutely critical. But often surveys produce inaccurate results and other tools and third party consultants make your team feel like Big Brother is hovering over their shoulder. Your team needs to be able to work with confidence that you have their back as a leader but also with an assurance that you will listen to their needs. And employee pulse surveys are not necessarily the answer.
What if you could get more accurate results than employee surveys to keep a pulse on your team? What if you could do that without changing workflows or adding to your team’s plate?
Peoplelogic now sits at the intersection of your people and processes, using the tools already in your arsenal to provide realtime feedback to leaders on employee satisfaction, all without a pulse survey. After you read this article if you are convinced you need more help in knowing your employee’s mind and emotions, try them out.
A good workplace survey is distinguishable from a poor one by the following characteristics:
Quite simply, thoughtful and educated design makes all of the difference.
Furthermore, it is a sad reality that far too many managers and human resource professionals have slipped behind in terms of survey design advancements.
Despite significant advancements in the industry over the past decade, as well as a fivefold rise in the number of publications detailing survey findings in organizations, many managers continue to use design ideas that were developed 40 or 50 years ago.
While businesses strive to engage their employees, they fail to recognize the pains that are ultimately responsible for disengagement and resignations.
Furthermore, when firms perform employee surveys, they examine the elements that might motivate workers to stay rather than identifying the issues that could drive them to leave.
What happens when workers are asked to take a pulse survey?
All-to-often it feels like a company undertakes measuring employee satisfaction with a pulse survey. A large task force convenes to deal with high-level employee engagement and then develops a large number of strictly-performative action plans, but the results are not indicative of high-level employee engagement.
However, if the organization identifies particular employee dissatisfactions department by department and commits to addressing at least some of them, employee engagement will grow and resignations will be reduced.
Often, when someone is being asked to take a pulse survey at work, it is not uncommon for them to fudge a bit based on their current mood. This is particularly true when we are aware that we are being asked to address a problem–because the issue might very well be ourselves. Why? Daily pressures of the workforce can influence our mood and behaviors and thus our responses. Pulse survey results can greatly fluctuate. While they may provide more insight than no surveys at all, pulse survey data can still be inaccurate and skewed.
Peoplelogic sits in the background of already existing tools you use every day. By understanding normal interactions and dynamics, Peoplelogic can give you an objective read out on your team’s health without being invasive or relying on skewed pulse surveys.
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