Your Engagement Discussions

Hi all.

I was hoping for some help with some research I'm doing. If money was no object and you wanted to replace your engagement survey with something totally different, what would it be? (Think not metric focused, but behavioural and attitude focused). Or what have you seen that is amazing and leading the way in being totally different.


I'm looking forward to hearing your thoughts.


Many thanks
Rachel

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Replies

  • HI Rachel.

    Great to hear from you. Hope you are well.

    A few years ago, I found myself getting a little annoyed that some companies (many it would seem) pull out all the stops to gather feedback from customers on a regular basis, but seem less inclined to do so when it comes to gathering employee feedback. At best, most organisations are still rattling along with an annual employee survey, yet customers get to provide their feedback as often as they like through a variety of channels.

    Customer feedback is of course essential information to gather but many would argue so are the engagement surveys.

    I've been fasciated recently to learn of a new shift in employee surveys towards an 'always on' approach. A while back, when I did some work with Hive HR I put together this infographic that I think summarises the differences in employee survey approaches. The recording for the webinar mentioned on that link is still available too.

    So to answer your question, I'd change employee surveys and feedback from being an occasional event done every twelve months to one of a constant flow of feedback and diaglouge with employees.

     

    Why 'Always on Employee Surveys?'
    Nowadays, organisations seem to work harder than ever to gather feedback from external customers in a bid to continually improve their products and s…
    • Hi Ady, 

      Thanks so much for your reply and the link. Very helpful reading.

      Thanks

      Rachel 

      Why 'Always on Employee Surveys?'
      Nowadays, organisations seem to work harder than ever to gather feedback from external customers in a bid to continually improve their products and s…
  • Hi Rachel - great to see you here on the community!  This is a great question - my initial thought - focus on employee 'Input'.  I know you have said not to be metric focused, but input is driven by behaviour and attitudes, and that input in effect becomes the output of engagement..So it would be good to know the 'size' of it.   So I say scrap the survey, and set up a system where ideas for cost saving, improvements and new ideas can be shared (or inputted) by employees, which are then taken on board and made real - which will then fuel motivation to input more..... are you with me?  Reward could be linked into the input too?  A bit like a brand new shiny 'ideas box', where the organisation are genuinely curious about employee inputs, and genuinely driven to implement these inputs?

    Certainly not completely innovative or ground breaking, but hopefully gets people thinking and develops the discussion :)

    • Thanks so much for this Kathryn. A great start and certainly will hopefully help create discussion!

      thanks

      Rachel 

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