Many companies provide staff questionnaires on an annual basis but employee engagement survey results rarely differ from year to year. These are the top reasons for why survey results don’t change.

Employee Engagement Survey Results

You can begin by finding out what an engagement survey is and why they’re continually used by employers. Whether surveys are annual or not, there are certain issues which arise again and again.

Engaging employees is the key to worker retention and productivity. Therefore staff questionnaires are one way in which companies can engage their employees. They do this by inviting their workforce to answer questions which could lead to change within their organisation.

Many companies, however, are realising that the outcomes of their employee engagement surveys are very similar year on year. There are several reasons for this. There’s also a few easy steps to improve the results.

1. Low Engagement Survey Response Rates

If people aren’t answering your staff survey then neither the company nor the employees will feel the positive effects. More often than not, it’s all about the execution.

great{with}talent prove Ten Steps to improve engagement survey response rates in their implementation pack. These easy, low-cost and quick measures will improve buy-in in both the short term and long term.

They also share their top tips for dealing with an engagement survey on every level. Whether you’re struggling to get your workforce to take it seriously, to take part at all or don’t know how to deal with the aims and results, their implementation pack will help.

2. Asking all the Wrong Questions

Some companies mistakenly ask questions that their staff don’t particularly care about. It can be anything from the office’s decor to whether they see the boss enough. The truth is each organisation is different. Though there is a simple solution for each organisation.

great{with}talent asks respondents, “Do you care?” The best way to know if a company should act on an issue from their staff questionnaire results is whether the results matter to their employees.

Your staff may be based in various locations and not see the boss much but this does not affect their employee satisfaction because they don’t expect to see them. Therefore, there’s no reason to act on this information. Yet companies have still acted on this information before. Fact.

great{with}talent use their cutting edge approach to engagement surveys to ask the questions companies want answers to but also to find out if these are really issues worth employers’ time and resources.

Another way to address this issue with engagement surveys is to ask free text response questions. This was discussed in ‘Using Right Language’. This offers a greater insight into the needs of your staff.

3. You Can’t Make Everyone Happy

It’s unlikely that giving everyone a pay rise is feasible. If the industry standard has risen, resources allow for such action and staff survey results show a need for it, it’s a consideration, of course. Otherwise, it’s unlikely to be on the agenda but employees will always want more money. This is just one of the results employers can expect to see from their employee engagement surveys.

The point of implementing such a project is to engage employees, to increase productivity and improve staff retention. This saves companies money on recruitment and training. Though, there are those staff members who it’s more important to keep, who more resources have been spent on and who are seemingly irreplaceable.

great{with}talent offers organisations the opportunity to put more weight behind the results from these individuals. Whether you wish to ask them more questions or simply value their opinion more, great{with}talent offer this while retaining anonymity.

There is always going to be a certain level of employee turnover but holding onto certain staff members can lessen the upheaval to your company.

Contact great{with}talent and find out more about their TalentEngage employee engagement surveys.

(Main image from Youtube)