You may need to conduct an employee engagement survey if one of the employees doesn’t seem to perform well in the workplace. Check out these guidelines on what you must do as a surveyor.
1. Create a survey that’s relevant to the participants.
The employee engagement survey should contain questions that are relevant to the participants. A way to create the appropriate questions is to establish goals. The goals should help you know who the participants are and what you should ask them. You should also do a research on your participants to craft the appropriate questions.
2. Follow-up the job performance of each participant after the survey results.
You should track for any changes in the participant’s job performance. The participant should be praised by the management if he or she has made achievements.
3. Create a survey that doesn’t require the participant’s name.
Anonymity allows the participants to provide honest feedback. It also makes the participants feel comfortable in giving helpful evaluation to the management.
4. Use the pre-survey communication.
The pre-survey communication involves the surveyor and the participants. The surveyor will notify the participants on how the survey results will be used. The notification may be sent through memo or e-mail.
5. Use a rating scale that helps the participant answer accurately.
The survey should explain what type of rating scale will be used. Participants may become confused on how to answer the survey if the rating scale isn’t explained. Reversing the order of the rating scale may also confuse the participants.
For example, let’s say the employee engagement survey uses the five-point rating scale. This rating scale contains five numbers. Each number corresponds to an answer. Here’s what the rating scale looks like:
The participants will become confused when answering the survey. This situation only happens if the survey doesn’t mention what each number corresponds to. The participants may think that 5 means “very satisfied” and 1 means “very dissatisfied”.
6. Create a survey that can be finished by the participant in 15-20 minutes.
Too many questions can overwhelm the participants. The questions may lead the participants to be careless with their answers.
7. Create a survey that doesn’t have too many open-ended questions.
Too many open-ended questions can take more than 20 minutes for the participant to finish the survey. It’s best to include three to five open-ended questions so that you can analyze in-depth data. The questions may also tire the participants. This is why some participants give very short answers or skip some questions.
8. Use the participation communication.
The participation communication involves the participants and the management. It may also involve the surveyor. The management or the surveyor will give instructions to the participants. These instructions will be used by the participants while answering the survey. The management or the surveyor will schedule a date for the participants to answer the survey.
9. Offer 5-6 choices for the participants.
Too many choices may cause the participants to be confused. The choices may also be difficult for you to analyze. Too little choices may force the participants to select a choice that’s not their preferred choice.
10. Use the post-survey communication.
The post-survey communication involves the participants, the management, and the surveyor. A brief summary of the survey results will be presented to the participants and the management after 30 days. The surveyor may present the survey results in the form of bar graphs or pie graphs.
Communicate with the management after you’ve analyzed the employee engagement survey results. Try to let the management deal with the employee’s job performance.