EMPLOYEE SURVEY TOO complex? 6 LEANER ALTERNATIVES
Many companies survey their employees regularly – for good reason: those who are heard and can initiate improvements feel better at work and are more productive. But a survey (and especially the subsequent improvement process) is costly and raises great expectations. Can’t it be leaner? We think: sure! Here we present six alternatives to the classic employee survey.
1. Pulse Check
A pulse check is the little sister of the employee survey. With just a few impulse questions, a general picture of the mood on a certain topic can be captured. The advantages: less effort, faster optimisations in a defined area and no excessive expectations on the part of the employees. Pulse checks can be conducted regularly, for example monthly – or after optimisation to measure success.
2. Qualitative Interviews
Qualitative interviews are a compact alternative to elaborate staff surveys. Just a few interview partners are enough to gain deep insights into a topic – deeper than through ready-made questionnaires. In trusting conversations, not only can feedback be gathered, but also the reasons for opinions and behaviour can be analysed.
3. EVALUATE INTERNAL COMMUNICATION DATA
Sometimes it doesn’t have to be an additional survey at all, but just an evaluation of the existing data. How much interest is there in certain topics? What questions are being asked? Which topics on the intranet get more likes, which less? These figures can help to identify the needs of employees and optimise internal communication within the company.
4. CHECK EXTERNAL RATING PORTALS
When did you last check how your company is rated on Kununu or Glassdoor? What valuable tips are hidden in the comments? If it’s been a while, take a look – and set up a notification for new reviews right away. Individual opinions may paint a distorted picture, but if a topic is mentioned particularly often, it may indicate a general trend.
5. BUILD AND MAINTAIN A FEEDBACK NETWORK
Maybe you already have it – if not, you need it: a network of good contacts in different parts of your organisation. Ideal are relationships of trust with long-standing colleagues who have their ears to the ground and are always well informed. This way you can find out about rumours early on or ask specifically how certain communication measures have been received. After all, official feedback does not always correspond to what is exchanged in the coffee kitchen. Alternatively, you can establish an IC community that regularly exchanges information on the important topics of the organisation.
6. ORGANISE THEMATIC WORKSHOPS
Do you need solid feedback on a specific topic? Then organise a thematic workshop. There are a number of workshop methods that employees can use to give feedback and express constructive criticism in a protected atmosphere. Ideal for developing initial ideas for optimisation during the workshop!
IMPORTANT: FEEDBACK IS ALWAYS JUST THE FIRST STEP
No matter which format you choose: It is important that not only feedback is requested, but also that changes follow (or at least feedback on why nothing has changed yet). Otherwise, employees will quickly become frustrated and demotivated. Every survey without results reduces future participation rates and credibility.
Does your management actually not want to change anything? Then they should not ask for feedback 😉
Are you unsure which format best suits your requirements? Or do you need support in implementing your internal communication measures? Feel free to call us or use our contact form.