October 23rd, 2018 • Employee Feedback
Only 15% of employees worldwide are engaged in their job. What’s even worse? This number has hardly budged in years!
However, employees in the top-echelon are more engaged than employees who are in a entry or mid-level role. Why? Top-tier employees share their opinions easily, while the rest of the workforce aren’t given that liberty.
When these voices are suppressed, employee satisfaction goes up for a toss. According to the recent Deloitte’s report, employee engagement is not just an HR problem, it is a business issue. While there is a lot of debate on how to improve employee engagement, employee feedback forms are a sure-fire way to measure and manage a positive culture within an organization.
If you’ve tried to design the perfect employee feedback form before you’ll know that it’s not as easy as just creating a digital form, entering random questions, and distributing it to all employees. You need to ask the right questions, make employees share their honest opinions, analyze it to obtain insights, and act on them.
The first step is creating a good employee feedback process. Here’s a one-stop guide to creating an employee feedback process:
Numerous studies about employee feedback surveys reveal they enhance employee satisfaction and in turn influence an organization’s growth. It is critical to check employee engagement levels regularly.
When employees feel their opinions matter, it will make them feel valued and give them a sense of ownership and responsibility, which boosts their morale and productivity. Employee feedback forms are important because they:
All these reasons point to one logical conclusion—employee feedback forms are incredibly important. However, to obtain valuable feedback from employees, it is essential to determine the methodology that is best suited to your organizational needs.
Nearly 92% of organizations conduct employee feedback surveys. But, most just conduct a survey for the sake of it and don’t act on the results or follow up. Here’s what organizations can do to make sure they get most out of their employee engagement surveys:
Step 1: Act on the results immediately
If your management is not ready or willing to act on the survey results, it is better not to conduct a survey in the first place. Surveying without follow-up will cost your organization its credibility. So, make sure you take immediate action once the survey results are in.
Do something small to show your team that you’re listening. Whether it is fixing the broken water cooler or organizing a team outing, do things that can be done at once. In case you need a long-term plan or a larger investment to solve an issue, keep your employees informed of what you are doing to address the problem.
Step 2: Benchmark results
Although it is an important aspect, most organizations skip this step. Make sure you record the data and use it as a benchmark for the next time. Rather than storing a document and misplacing it, recording it in your HR management system or on an online feedback app will help you reassess the data when you need it.
Using an automated employee feedback system will help you record the results, plot due dates for deliverables, analyze results, and benchmark them for future comparison.
Step 3: Conduct surveys frequently
Don’t make surveys a one-time thing; engagement takes time, and feedback will evolve as employees trust you more, so it is important to conduct surveys frequently. Conducting frequent pulse surveys will help organizations see know how things are progressing and realign goals if required.
Ultimately, businesses just want their employees to stay happy, so it will be better to check in often and ensure they are happy and engaged.
Organizations use periodic surveys to measure employee engagement. Typically after conducting these surveys, there will be a declaration of new HR practices or process improvements. However, this rarely makes a significant difference in the organization.
Organizations need to adopt a more proactive approach to actually address and resolve issues. They need to obtain employee feedback continually and dynamically throughout the year, rather than making it a yearly paper-based ritual. An automated employee feedback process provides real-time visibility and insights of employee engagement throughout the entire organization.
Automation gives employees a way to provide constant feedback without filling out a bundle of forms. Once an automated survey is completed, real-time results are displayed on the dashboards and organizations can use historical survey data to benchmark results and measure progress.
Organizations need to remember that employee engagement surveys are not merely a tick-box exercise. Just sending out surveys doesn’t address employee disengagement. Businesses need to be prepared for meaningful follow-up and acting on issues, or surveys might become counterproductive.
When it comes to the employee feedback process, the measure of success is not high scores or how much the organization spends to address employee concerns. It depends on how employee feel about the changes, and whether or they are consistent throughout organizational hierarchy. A paper-based system won’t be efficient enough to do all this.
Using an automated employee feedback app like KiSSFLOW allows employees to voice their opinion without having to fill out one survey booklet after another. Also, management can gain insights on engagement (both negative and positive), identify potential problems, create action plans to address employee concerns, align action with organizational goals, and execute the plan to improve employee happiness.
Want to create an employee feedback form that is seamlessly integrated with your HR process? Try KiSSFLOW and see how easy it is to listen and act on what matters most: employee feedback.