Engagement Planning – Getting the Most Out of Your Survey
You’ve done it. You’re signed up to gain a meaningful insight into your organisation’s engagement levels. It’s the first step towards sustainable workplace engagement, increased productivity and a happier, healthier workplace culture.
So – what happens next?
Whether you’re running your engagement survey with Best Companies or another provider, planning your journey for the coming weeks and months is the best way to get the maximum value from your surveying efforts, and ultimately lead to the richest insight into your organisation’s engagement levels.
Following this article, we’ll be sharing more detailed information that needs to be considered at each stage of the process, as well as best practice examples from organisations that survey with us.
However, we don’t want to jump ahead too quickly! So, let’s start with the basics:
Who needs to be involved?
Regardless of your company size, your engagement survey will run a lot smoother if a project manager is in place; someone who can coordinate the efforts of everyone in the company to make sure the right information is obtained and that the organisation engages with the process.
Building excitement around the survey is essential to help achieve a great response rate from your employees and gain buy-in from across the organisation. Having knowledge of the mechanisms available to combat any challenges in communicating with employees in multiple sites or remote locations will drive this response rate without leaving parts of the organisation unaware of the opportunity to have their say.
Remember; the greater the response rate, the more certain you can be that all opinions have been considered, reinforcing confidence that your resulting actions will target the areas which can make the greatest impact to your engagement scores. In a similar vein, the more buy-in from across the organisation, the more receptive and enthusiastic an audience you’ll have when discussing the results and moving forward with future initiatives.
Communications about a survey at every stage is vital to its success – as such, we have an article which goes into this in more detail, which can be viewed by clicking here.
For now, focusing on communicating the reasons why you have embarked on this engagement journey and demonstrating that there is a commitment to change will help to alleviate concerns about responding. Employees won’t want to spend time surveying if the results are just going to be filed away in a drawer!
What are the key steps?
If you are surveying with Best Companies, your Account Manager will be in touch to ensure all the necessary details are in place before you launch your survey, as well as advising on how to cascade the data afterwards. They will be able to help you manage all key steps involved, but if you’re already aware of what these are, you can go straight into thinking about how you will gather and distribute the information.
We’ve broken down the entire survey journey into five major elements. Each of these needs to be carefully considered in order to gain the maximum return on investment from your engagement survey.
Setting up your Data
Increasing Response Rates
As we’ve established, communicating effectively is paramount to achieving a good response rate. However, while trying to boost your response rates, we need to ensure that you do not incentivise or influence how your employees participate! Not only is this likely to skew the results for your surveying, but if you’re working with Best Companies it could also mean that your company is disqualified from being considered for our accreditation and The Sunday Times Best Companies list.
For more information on how to increase your response rates, see the full article by clicking here.
Your survey is now closed; you can take a breath! It’s now the turn of your survey provider to complete the analysis of the responses that will give you the understanding about your engagement levels.
When your survey closes, we highly recommend sending a thank-you to your employees and advise them of the next steps – they’re instrumental to the process of not only advising on but also fulfilling the actions to make your company a better workplace.
Your senior leadership group and HR team will need some time to digest the results, however, communicating the data to everyone demonstrates the company’s commitment to positive change. There are a number of ways we recommend which can be tailored for your organisation, and we will discuss these in the upcoming articles.
You can find more information on data dissemination by clicking here.
Following your Action Planning, it can be helpful to schedule in a review to see if any new initiatives are having the desired effect. However, running another full survey less than a year after your current one can turn employees off from the process through survey fatigue and lead to a data-overload.
This is where we highly recommend a pulse survey; an interim ‘dip-check’ that uses a smaller question set to monitor overall engagement levels. At Best Companies, we can run different pulse surveys tailored to your company to make sure that key components of your engagement are captured, whilst keeping the pulse survey concise.
Pulsing is by no means mandatory. However for a year-round platform that will offer the most impactful improvement to engagement levels, it is a helpful tool to facilitating change.
What can we do now?
The above stages are certainly something to ponder before you begin planning your survey but remember to keep an eye out for our upcoming in-depth articles to help you get the most from each stage.
Additionally, you can click here to download a template of the engagement plan that we use at Best Companies. This covers all the major key points that we consider at Best Companies, and as such this can look quite intimidating at first! However, you can tailor this to your organisation specifically, and include the areas that would be relevant to you.
As a final thought, perhaps the most important thing you can do before you start is ask yourself the following questions:
- Why are we surveying, and have we communicated the ‘why’ to the company?
- Have we let key stakeholders for this process know that we’ll need their help?
- What would be the ideal date to launch our survey?