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How do you get everyone involved in engagement surveys?

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Engagement surveys are a valuable tool for measuring and improving employee satisfaction, performance, and retention. But how do you get everyone involved in the process, from designing the questions to taking the survey to acting on the results? Here are some tips to help you create a culture of engagement and feedback in your organization.

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Mike Klein FIIC, FCSCE, SCMP

Communication Strategist and Consultant; Founder, #WeLeadComms
Adebola Olomo

CEO at Deefrent | Marketing & Technology Consultant | Women in AI Ireland Leader
Almudena Berzosa Pe?aranda

Business Transformation & Strategy | Innovation | Change Management | Philanthropy | Board Member | Multi-Award Winner…

1 Communicate the purpose and benefits

Before you launch your engagement survey, make sure you communicate clearly and frequently why you are doing it and how it will benefit everyone. Explain the goals, expectations, and timeline of the survey, and how the data will be used to inform decisions and actions. Highlight the positive outcomes of previous surveys, such as improved policies, practices, or initiatives. Address any concerns or questions that employees may have, such as confidentiality, anonymity, or validity of the survey.

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Almudena Berzosa Pe?aranda

Business Transformation & Strategy | Innovation | Change Management | Philanthropy | Board Member | Multi-Award Winner | Doctoral Researcher
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There is one step prior the "communication"; Identifying the target audience for an engagement survey is a critical and previous step in ensuring the survey's effectiveness, accuracy, and relevance. This will involved determining which groups or segments of the organization will be surveyed, such as specific departments, teams, or levels of management. Also, we must consider the diversity of work arrangements within the organization, including remote workers, part-time employees, and other non-traditional setups. One of reasons this process is relevant is that different teams may face unique challenges; by surveying each group separately, we can accurately diagnose issues that might be specific to certain areas of the organization.

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2 Involve employees in the design and delivery

One way to increase engagement and buy-in for your survey is to involve employees in the design and delivery of the survey. You can do this by creating a survey committee or a focus group that represents different levels, roles, and perspectives in your organization. Ask them for input on the survey questions, format, and frequency, and how to best reach and motivate the target audience. You can also ask them to help promote and distribute the survey, and to encourage their peers and managers to participate.

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Adebola Olomo

CEO at Deefrent | Marketing & Technology Consultant | Women in AI Ireland Leader
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This is an important step, and based on my experience, it can significantly impact the adoption and participation rates of the survey. It's crucial to consider the audience when creating the survey. If they are busy, make it short and concise. For those who prefer more information, include a brief description with the questions. If the target audience consists of leaders, demonstrate how survey participation contributes to bottom-line metrics. Even if it means building different surveys for each track, do it! Just like how we tailor marketing strategies to different customer journeys, customise for the audience. This approach will result in more responses and more accurate survey results!

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3 Make it easy and accessible

Another way to boost participation and response rates for your survey is to make it easy and accessible for everyone. Choose a survey platform that is user-friendly, mobile-friendly, and compatible with different devices and browsers. Provide clear and simple instructions on how to access and complete the survey, and offer multiple channels of communication, such as email, intranet, or text messages. Make sure the survey is not too long or too complex, and that it allows for open-ended feedback and suggestions.

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4 Recognize and reward participation

A little recognition and reward can go a long way in motivating and appreciating your employees for taking the time and effort to complete your survey. You can do this by sending personalized thank-you messages, acknowledging high-performing teams or departments, or offering incentives or prizes for completing the survey. You can also gamify the survey process by creating leaderboards, badges, or challenges that foster friendly competition and fun. Be creative and align your recognition and reward strategy with your organizational culture and values.

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5 Share and act on the results

The most important step in your engagement survey process is to share and act on the results. Employees want to know that their voices are heard and that their feedback matters. You can do this by sharing the survey results with transparency and honesty, highlighting the strengths, weaknesses, and opportunities for improvement. You can also involve employees in the action planning and implementation, by soliciting their ideas, opinions, and solutions, and by assigning roles and responsibilities. Finally, you can monitor and measure the impact of your actions, and communicate the progress and outcomes regularly.

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Mike Klein FIIC, FCSCE, SCMP

Communication Strategist and Consultant; Founder, #WeLeadComms
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Whatever kind of employee research you do, you need to share the results, share what the response is to those insights, and, ideally, to demonstrate that tangible actions are being prioritized and undertaken. Survey fatigue is not a function of people not wanting to spend a few minutes giving feedback. It's a function of people being angry that their feedback keeps getting asked for...and ignored.

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Paul Cawley

Communications at Boots Ireland
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When your engagement survey results are released, there is a (very-human) tendency to rush to fix the weaknesses and opportunities for improvement. Don't miss the opportunity to reflect and celebrate the strengths of your organisation, it's people and it's leaders.

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6 Evaluate and improve your survey process

The last tip to get everyone involved in your engagement survey is to evaluate and improve your survey process. You can do this by collecting feedback from employees, managers, and stakeholders on the survey design, delivery, and follow-up. You can also analyze the survey data, response rates, and action plans, and identify the best practices, challenges, and areas for improvement. You can then use this information to refine and enhance your survey process for the next cycle, and to demonstrate your commitment to continuous learning and improvement.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Almudena Berzosa Pe?aranda

Business Transformation & Strategy | Innovation | Change Management | Philanthropy | Board Member | Multi-Award Winner | Doctoral Researcher
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Make sure that we have considered an "Inclusive Representation"; in today's diverse workplace, inclusivity is crucial. We should aim to ensure that voices from all corners of the organization are heard. This helps prevent bias and ensures that decisions and changes are representative of the entire workforce.

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How do you get everyone involved in engagement surveys?

1

2

3

4

5

6

7

1 Communicate the purpose and benefits

2 Involve employees in the design and delivery

3 Make it easy and accessible

4 Recognize and reward participation

5 Share and act on the results

6 Evaluate and improve your survey process

7 Here’s what else to consider

Internal Communications

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How do you get everyone involved in engagement surveys?

1

2

3

4

5

6

7

1 Communicate the purpose and benefits

2 Involve employees in the design and delivery

3 Make it easy and accessible

4 Recognize and reward participation

5 Share and act on the results

6 Evaluate and improve your survey process

7 Here’s what else to consider

Internal Communications

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