100+ Achievers Reviews Demystified: Is It Worth Employee Recognition Software?
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Ali Khan
Co-founder
Employee surveys are crucial for assessing employee engagement, performance, alignment with the company's fundamental values, and work happiness. They can also help pinpoint areas where top management can strengthen their leadership. However, these surveys frequently take a lot of time to complete, have many irrelevant questions, and are not very helpful to leadership because not all team members will complete them or do so honestly due to many factors; one main factor is that employees are not confident speaking openly about the issues within the company. It can be challenging for managers to get employees to complete surveys. Still, it is essential to ensure top leaders get the feedback needed to boost employee engagement, job satisfaction, and employee and leadership productivity.
That is why the best leaders offer their employees the right tools to never miss out on taking a survey or make them uncomfortable about how they feel and think of the team or the company. Leaders are implementing the right tools, like Wrenly, that allow them to share different kinds of feedback anonymously, depending on their field. Remote teams benefit from apps like Wrenly because now, more than ever, people are weighing the importance of building a good company culture that promotes DEI and makes everyone feel heard and valued within the company, no matter where they stand on their beliefs and opinions.
In this article, we will go through ways to ask employees to take surveys. Hopefully, you will get inspired and get better feedback from your team.
When you ask an employee to complete a survey, explain its purpose and value in advance, keep it concise, ask relevant questions, and set a deadline. Assure employees that their answers remain private, so they may respond honestly without worrying about facing the consequences. That is why adding Wrenly to your Slack channel is essential. This way, your team will believe that their feedback will remain anonymous.
The critical thing about surveys is that after everything is done, things start to change around the office. Leadership can get valuable employee feedback through surveys. That is a good sign that makes employees feel heard and cared for. When done right, surveys can give you an idea of everything happening with your team. Getting the most out of surveys needs careful planning before asking employees to participate, innovative design to ensure employees complete the surveys and timely, results-focused follow-up that proves employee feedback is being taken seriously to ensure they will continue to complete future surveys.
Employees can see that their opinions matter and directly impact decisions by regularly asking for survey feedback. Wrenly gives you the perfect options for regular feedback, pulse surveys, and anonymous feedback.
Before sending the survey, managers should inform the employees of its purpose and goals. It is an excellent idea to let staff members know when a survey will be delivered to their inbox or desk since it gives managers the time to assure them that the results will be taken more seriously, that their feedback is essential, and that the responses will be kept anonymous.
To make them feel more comfortable taking it and believe it is entirely anonymous, you can keep the survey provided by the Wrenly app. Additionally, it allows employees to prepare for taking the survey. Additionally, this gives the chance to communicate goals, deadlines, and the methods in which the staff will use the feedback.
There is a very long line of essential elements that need to be taken under consideration when having an employee survey. The most common ones are as follows::
Employees need to be confident that their responses will remain anonymous. Without anonymity, workers could worry about being punished for their responses. This can make it impossible for them to respond truthfully to or finish the survey.
Both managers and employees stand to gain from this. Employees who point out management problems that need to be addressed may face retaliation from managers who feel personally attacked when they earn bad survey scores. If employees take the survey knowing their answers won't be kept anonymous because they fear retaliation if they are honest, the survey will be useless. The best way to avoid this is using Wrenly.
Nothing beats a good feedback Friday offered by some Slack apps or the regular surveys that are already a routine within the team. The best way to ensure that the team will finish the survey is to know that this is already a routine and blends in with their essential everyday tasks.
Long surveys are time-consuming, but they don't have to be if you want employees to complete them. Even employees who want to do surveys find them more difficult to finish when they are extensive. Team members' time is valuable, and taking time away from their hectic job to complete extensive surveys isn't always realistic. More employees will finish surveys if they are kept brief. It is preferable to spread the survey out over a few weeks in shorter surveys rather than overwhelming employees with many multiple-choice questions.
A tight deadline is one of the most effective strategies to encourage employees to answer a survey. Most workers prioritize deadlines, so they may react more rapidly if they know they have time to complete the survey. Therefore, it is crucial to keep survey questions concise and direct.
