Implementation of regular surveys
How to achieve high participation and engagement in regular surveys, based on TeamHeat cumulative experience
Faced with the introduction of new corporate practices, HR specialists must overcome a number of obstacles associated with the rejection of the new. Some of the employees do not want to add even an insignificant responsibility, the other think that "everything is good as it is" and only a small number of people are ready to get involved immediately immediately and without any objections.
We ourselves have traveled this path more than once and have prepared a set of recommendations for introducing regular surveys. By following them, you will be able to implement not only surveys, but also other practices that require employee participation.
We ourselves have traveled this path more than once and have prepared a set of recommendations for introducing regular surveys. By following them, you will be able to implement not only surveys, but also other practices that require employee participation.
- 1Introduction and preparationsBefore you launch your first TeamHeat survey, we lend you a helping hand with the introductions of survey practice. Our participation includes consultations of managers and staff psychologists, assistance with importing respondents, setting up a mailing list and a survey.
- 2First surveyAs a first survey, we suggest using P2P Recognition (point of which is to openly compliment a colleague) so that employees get to know the service in the most pleasant way. At the same time, management is barely involved and there is no need to sell the idea of surveys - this is the most gently accepted way of using the service by employees. Plus, positive feedback from a colleague is a great way to boost employees' morale.
- 3Adding second regular surveyAfter several cycles of P2P Recognition, we suggest adding surveys that indicate respondents' loyalty, satisfaction and engagement levels. At this stage, most important thing is address problem areas, so that employees can see that the company is really interested in the opinion and problems of the staff. Full cycle of collecting engagement metrics takes from three to six months. In order not to overload employees, questions are asked in portions - 5 per one survey/metric, plus an open-ended question to continue P2P Recognition.
- 4Expanding the practiceAfter completing first cycle of employee engagement assessment, we recommend adding burnout surveys. It should be filled completely at one go, but at the same time this survey is completely voluntary. Young professionals accept it especially well, since they are closer to the concept of work-life balance. Burnout results are received not only by company managers, but also by the employee himself, along with a small guide on how to interpret the results and what to do if the indicators are too high.
TeamHeat is here for you!
If problems arise, we support you with content and provide corporate psychologists for consultations and correct interpretation of results. At every stage of survey practice implementation
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