"Do you have fun at work?"
Is it the most important question in your Pulse or employee survey?
Are you having fun at work? What a strange question to ask. If fun is not one of the organization's watchwords, of course, then it is completely relevant. A trend for the organizations that work with employee surveys right now is to send out short questions to employees. Questions answered with colors in green to red, or faces showing happy or angry expressions. But what is the purpose of the questions, what do you do with the results and where did the dialogue go?
What's wrong with having fun at work you might be thinking now? Or to ask in an employee survey - how was the day? We say nothing at all. Of course you can, and should, have fun at work or a good day. The short questions that are trending in the employee survey world right now are easily sent out and ask how employees are doing, are answered quickly, and are sure to be fun at first. A complete battery of questions, sent out and answered immediately. But remember that what you ask about is what you put the spotlight on. And unclear questions get unclear answers. Don't ask if it's fun at work - if it's not fun, it's a value that you've jointly decided must be fulfilled in the organization.
If you ask if the employees have fun at work, it builds an expectation from the person who answers that this is something that must be fulfilled. This applies, of course, to all questions that are asked, everything from how the working environment is to whether the employee feels respected. Remember also that if the question is often asked, the outcome is less good and the employee does not feel that something happens, there is a risk that the employee feels less listened to, and less respected. The purpose, which from the beginning was perhaps to show consideration or create more dialogue, risks getting the reverse effect.
What purpose is your employee survey?
Think about what happens in your organization if you ask the question of how fun it is at work and the answer is that it is not particularly fun. Do you have a plan for how it should be experienced more fun or how the dialogue about the answers should be taken further, you can breathe a sigh of relief. If you do not have that, you have problematized something that was not in focus for the business from the beginning and have another task in your lap. What the employees should be asked about is what you have decided is important to you, questions that make your business unique. If you raise a question, the subject should be taken care of.
Here are three questions to consider for a good implementation of a pulse examination:
- What is the purpose of the survey - why is it done and what questions does the organization want to raise? The entire organization should focus in the same direction. Do not ask instead of talking to each other, ask to have a basis for dialogue.
- What strategy do you have for the survey - will the answers be relevant to you and is there a plan for managing the results? Focus on quality instead of quantity in both the number of questions and how often they are asked.
- The basic questions in the heart rate survey - what are they with you, are these questions that can be directly linked to your focus? Adapt the questions to the situation the organization is in right now, while maintaining focus on your long-term goals.
Dialogue with the purpose of creating value
We believe that heart rate tests, no matter how long or short, are about what we ask, when we ask and what we do with the results. Measure in order to create a basis for conversations that move away from the question - answer level, to asking and listening properly. If you ask the basic questions about how employees feel, there is a good basis for dialogue, more people dare to talk about their thoughts and open up for deeper conversations. And it is precisely the dialogue that is the thing - it will create value for both the individual and the organization!
Yesbox helps managers understand the employees' driving forces to give them the best possible support. Our digital tools for Work Pulse with your employees and discussion'sl puts you in development mode. It helps you to get a clear picture of how the organization feels both above and below the surface, and to create good communication between managers and employees. In order for the people in the organization to be able to exchange their full potential - in a long-term sustainable way.
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