Introducing Employees to Employee Surveys
Employee survey introduction can make or break the effectiveness of your
employee surveys. You have developed an employee survey with a specific reason in mind – some area you need to know more about how the employees feel or think. You need this information because you feel there
may be a problem or concern and you want to address any issues, making changes where needed. Sure, this is easy to say to yourself and even easy to understand, but will the employees respond and support your
The key to success with employee surveys is to introduce the survey to the employees in a concerned, caring manner. Do not just send an email that says "fill out this form"; you'll get
a very, very poor response percentage. You want the employees to know you care and you want them to care about responding.
An employer, manager, supervisor, or whoever is introducing the upcoming survey to
the employees should be well prepared with facts. What is the purpose of the survey? What is hoped to be gained from the survey? What will be done with the results? If you are prepared with all the facts and
express your personal support for the employee survey, the employees will support the idea.
It is very important that employees understand that the results of the survey will be the basis for an action plan
to resolve any problem areas identified. They should also understand that they will be involved through being advised of the statistics resulting from their responses and will be involved with developing the action
plans to resolve any identified problem areas. If you allow the employees to feel that filling out the survey will result in no change, they will not want to submit the information. Why should they want to take time
to read and respond to a survey if the results are simply going to be pictures pasted to the wall with no resultant change?
If the employee survey is designed to address specific issues, let your employees
know what the survey is about, what is being measured, what caused the development of the survey and what is expected to result from their time taken in submitting information. Explain the process for change which
will result and how it can change their employment environment. If you obviously care about their feelings and concerns, they will care about their workplace and employment, building morale and loyalty.