Employee Surveys: How to Successfully Implement Them

Employee surveys are a fundamental part of internal communication in many companies, used to capture the opinions, moods, and needs of employees. However, they are often conducted at a low frequency and with a density of questions that does not allow for adequate actions to be derived. Due to these factors, employees in companies often perceive surveys as not very effective, and participation rates continue to decline year after year. The key to a successful survey lies in the meaningfulness of the content in relation to the company's goals.

Surveys as evaluation instruments

Make company goals measurable

To use surveys as evaluation instruments, it is important to define corporate goals in a way that they can be measured over time. The transfer of corporate values into daily work is one example. Often, value posters are created but receive little attention in practice. The solution is to have teams describe and define the individual values at the team level. This allows for impulse surveys to be conducted at the individual level and the results to serve as a basis for development reflection.

Less is more: Focused surveys

A common mistake in employee surveys is attempting to generate as much information as possible in a short amount of time. Instead, surveys should be designed to target specific areas, identifying a few actionable areas for development. Focused surveys increase the relevance of results and enable targeted improvement measures.

The importance of speed in surveys

Resource efficiency through automation

In times of digitalization, it is crucial to increase the speed of surveys and use resources more efficiently. Companies often waste a lot of time and money on the implementation and evaluation of surveys. However, with the help of automated tools, the content can now be interpreted much faster and more accurately. This allows organizations to allocate their resources to immediate development work and respond more quickly to the needs of their employees.

Short-cycle surveys as a success factor

Short-cycle surveys enable faster responses to changes in the company and timely adjustments. Through regular, brief pulse surveys, leaders and employees receive continuous feedback, allowing them to adapt and optimize development measures. At the same time, a higher frequency of surveys enables a much more comprehensible evaluation of already implemented development measures.

Tips for successful employee surveys

Employee participation

An important success factor for employee surveys is the active participation of employees. Surveys should be designed transparently and the results should be communicated openly. By involving employees in the process, a higher identification with the company's goals is created, as well as a greater willingness to actively participate in the implementation of measures.

Derive and implement measures

Employee surveys should not be seen as an end in itself, but rather as a tool to derive and implement specific measures. After evaluating the survey results, it is crucial to address the identified areas for development and continuously monitor progress.

Long-term perspective

Successful employee surveys are not a one-time event, but a long-term process that should be integrated into the daily operations of the company. A long-term perspective promotes continuous improvement and allows for measuring and evaluating successes and changes over time.

Conclusion

Employee surveys are a valuable evaluation tool that can assist companies in effectively achieving their business objectives. Precise alignment of surveys, employee involvement, and continuous review and adjustment of measures are crucial factors for the success of such surveys. Through the use of modern technologies and automation, surveys can also be conducted faster and more efficiently, allowing companies to strategically allocate their resources for further development.