Yes, of course you need to get feedback from your staff and you are probably hoping they are going to be a happy bunch overall. However, treating staff surveys as a way to measure how great you are is not best use of the time and effort. To get the most from your survey you need to approach it with the attitude “How will the results help us improve? “ Once the pretty graphs are done and you have added a bit of narrative, it is easy to discuss at senior level and decide its ‘pretty much what we thought’ and leave it until next year. If some of the survey results are disappointing or negative don’t be tempted to bury them or lose them in a clever summary piece- you now know people think things could be improved. People being honest and telling you what they think is a good thing, so embrace it. The key to getting the most from the feedback is having a well thought out plan about how you will share and use the information. Ideally you need to allow 3 months from start to finish and allocate enough resources. 1 week after survey Thank people for taking part- tell them you are digging into the results and will share within 6 weeks [ if you wait too long people will have forgotten how they responded and might even feel very differently] 3 weeks after survey Discuss results at senior management level [Don’t take it personally, if people have said they are unclear about your goals, values, benefits package that is your reality [ maybe just having those things on the intranet/ noticeboard is not enough] 5 weeks after survey Share results with everyone – how you do this will depend on any groupings you have set up- and the purpose you set for the survey. Think about the audience, if the results for transparency and trust are not as good as you wanted you might think about publishing the raw data as long as people retain their anonymity to show you are not ‘hiding’ anything. The above often happens… but it is the next steps that are the most important and they sometimes just get lost because the next project has come along. 6 weeks after survey Set up staff forums or workshops to look at chosen / specific results. Ask people for their thoughts, ask for ideas, how can the company improve. What do they want – you should still do this process even if you got what you consider to be good results. Gather what you have learned, the ideas, the suggestions, the main takeaways about workplace culture and how people perceive they are managed. 9 weeks after survey Agree action points: As an organisation and as teams, then set goals and time targets. Although you will probably have one person or dept who is leading this project the results and actions belong to everyone and all managers must take responsibility and be held accountable. Monthly Update the organisation in a simple You said- we did format … and keep talking ….and keep listening Use feedback to improve what you do …………… Photo: Jon Tyson Unsplash
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