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2 min read

Knowing where everyone’s feelings and engagement levels are at in the organization can be a powerful asset.

Whether it’s during a time of change or a regular week, it’s important that employees aren’t feeling like their voices are not being heard. And, what they’re saying is always great feedback data, too.

Employee surveys are one of the best ways to keep the feedback wheel spinning. As they’re formed and delivered by HR teams and managers, questions are tailored to get high-quality responses. And on the other end, employees are given a formal way to speak their mind and have their thoughts logged and considered.

With data like this contributing to engagement initiatives, here’s how to slot surveys into employee experience.

 

Surveys measure Voice of the Employee

Voice of the Employee (VoE), a way to measure what employees feel and want, is a form of feedback that every survey should aim for. For employers who want to change negative engagement, this is great: Because you can’t change what you can’t measure.

Surveys are a popular way to bring in VoE. The great thing about these surveys is that they are so flexible in intention and use. There are casual pulse surveys, formal satisfaction surveys, ‘mood’ surveys and more. 

VoE is crucial when building employee experience. It’s one of the only accurate measurements of the current employee experience, so prioritize it with your surveys.

 

Design surveys to be another part of the employee journey

As an employee experience tool, surveys can deliver useful data for employers. If employers then act on the feedback employees input into the survey, the action is greatly strengthened, too.

We see surveys daily and in so many different forms, but in the workplace, they serve as an excellent way to measure things like morale and productivity. 

To get the most genuine and informative responses, keep questions honest and transparent. No tricks, loaded phrases or questions that mark one response as right and the other as wrong. Trust leads to useful and impactful data.

When assigning surveys and publishing them, put the value or purpose of the action front and center. Will it help improve next year’s progress reports? Are the responses going to be put into a report for all?

Employees are given so many items to complete. Make surveys a task that is valuable for everyone.

As SHRM highlights in this article, surveys can send a very strong, positive message. They amplify other efforts and initiatives, as they give employees a way to act and be part of a process.

 

Tying back to employee experience

Having results from a series of surveys makes activities like planning employee experience or employee journey mapping that much easier.

As they’re the ones living the experience day-by-day, it’s important to touch base and gather your employees’ thoughts as often as possible – and surveys are one of the best ways to do that.

Teri Maltais

by Teri Maltais

With a passion for delivering the right message to the right audience, Teri is an experienced communications professional and Marketing Director for iTacit.