How many times have you been asked to complete a survey at work?
In today’s economic climate, online surveys are a cost-effective way to demonstrate engagement and gather feedback. However, employees and managers are commonly complaining that they are becoming ‘survey-fatigued’ and there is a steady decline in participation rates and the quality of responses received.
Organisations need to consider surveys as more than just a tactic. The desired outcome of any engagement activity needs to be determined before any content or method is developed. In many cases such investigation may uncover that a survey is not what is needed at all.
This article explores some of the disadvantages of employee surveys and offers a few alternatives. For a copy please get in touch or subscribe to our mailing list to receive updates.
In answer to your initial question, I’ve been asked to complete about 30 surveys as an employee, I’ve been expected to encourage my teams to complete about 12 surveys as a line manager, I’ve been tasked to enage a global workforce in about 6 surveys as a head of internal comms, I’ve been involved in selling about 3 surveys as a consultant, all in all I’ve contributed about 0% in value. That is until a year ago when I founded uber engagement http://www.uberengagement.com which positions the value of going beyond the survey as your more recent paper suggests.