Why do we do employee surveys?
Kicki Molin and Novus answered an article that it is important why and how already in 2014 in svd read here
Just 10 years ago, the response from management was often:
"To understand, control, praise and correct and that we must." Many questions were asked in all areas. Lots of statistical runs were done to try to understand what contributed to a bad or good result. It took a long time to get the results. The employee surveys rarely created the desired effect and gained a bad reputation.
Today it is faster and we know better. Or?
Measuring fewer questions each week and getting results right away is possible, but is it effective?
We are social beings who are governed by emotions and are not always logical. What is written in the questionnaire responses is not 100% true but a feeling, attitude, behavior that we experience based on the questions we receive. The answers need to be ventilated. Do we have time? Is it worth discussing different answers every week? The same questions as 10 years ago, but laid out over the year, because technology makes it possible.
I have worked with surveys a large part of my working life and seen how important the dialogue is in connection with each survey opportunity. Different views, knowledge and interpretations are important to understand. It is impossible to ask about everything. We need to discuss and ventilate what is behind it, with the support of the survey. If we spend time on dialogue, we have the opportunity to adjust, change and move forward. It can be really good, but it takes time.
We need to gain insight, reflect and take time to change. Read more here
How do you?
