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Innovate, Disrupt and Improve Your Survey and Engagement Tools
noreply • February 8, 2017
The employee survey has taken root in many
organizations. In fact, in some organizations it may have not only solidly embedded
itself but also infested the organization because it causes more harm than good.
Perhaps that is because the survey and
engagement processes have not evolved. Yes, technology has changed the process
to be on line vs. using paper. But check out what's being done these new new
on-line surveys – not much.
The availability of survey technology has led to
more use of prettier and slicker tools, but at its core the process remains
unchanged. There is nothing innovative or disruptive about the way
employee or customer surveys are done. In fact, the technology is so
simple to use that often even less thought is taken about what questions to ask
or why they are being asked.
Think about the annual employee survey. In many
firms it is a required and sacred process that seems to be changing at a snail’s
pace. We ask questions that, in reality, managers can't do anything about, but
we give them the results to develop action plans. There is no accountability
for the actions other than raising scores.
Why do we care if the score goes from 80%
favorable to 82% favorable? Is that really a cause for celebration? What is
gained from a 2% change? What if the improvement comes at a cost of employees
being less efficient and productive? The link between these minuscule gains in
score and firm performance are almost never studied or known.
The annual survey is an annual report - so treat
it like one. Who uses the annual report to manage the business or to make
decisions? No one.
If you want a tool that truly helps managers
make better decisions and that also uses the voice of the employee to help
provide better insights, then you have to radically disrupt your survey process
because doing the same thing with a different vendor is not going to help you.
Transforming Surveys into Leadership Tools with Energy at the
Core
* The new survey and engagement tool should do
what engagement was originally intended to do -- that is, help employees bring
their best selves to work.
* The transformed engagement process does 2
things: 1) employee brings best self to work via doing new behaviors 2) and
those activities are in sync with business goals and objectives.
* Most managers hate getting survey data back
with the dictate to do something. They don't know what to do; the data they get
back to them is whining about things they can't fix. The transformed survey and
engagement tool remedies this with a proven methodology that brings solutions
to the manager NOT problems.
* The transformed survey is not a survey;
employees say it is a "communication and continuous improvement"
process.
Transform and then What?
The transformed process includes documentation
of return on investment (ROI). We record ROI data and ROI stories. The power of
these stories is to continuously transform.
Learn more about this process by contacting me at:
info@eepulse.com.
Contact Us
455 East Eisenhower Pkwy, Suite 300, Ann Arbor, MI 48108
Phone 1: +1(734) 429-4400
Phone 2: +1(877) 377-8573