Dear All,
What is the best period within calendar year for conducting employee engagement survey, and why? Currently in my organization we conduct survey in the month of Dec every year, one of our consultant has suggested to conduct survey twice a year ie. April & Nov.
He thinks that after appraisals employees will not be able to put genuine feedback and conducting survey before appraisal will be good action.
Please let me know your views at the earliest.
Thanks
Milind
From India, Pune
2What is the best period within calendar year for conducting employee engagement survey, and why? Currently in my organization we conduct survey in the month of Dec every year, one of our consultant has suggested to conduct survey twice a year ie. April & Nov.
He thinks that after appraisals employees will not be able to put genuine feedback and conducting survey before appraisal will be good action.
Please let me know your views at the earliest.
Thanks
Milind
From India, Pune
1. Set Dates for Measuring Improvement
Most companies administer surveys according to a specific, predetermined time schedule. The advantage of this approach is that it highlights changes over time. For instance, if your first batch of surveys indicated that 35% of employees were engaged, you may choose to survey the same workforce again in six months to measure whether your efforts to boost engagement are actually working.
2. Important Employee Events
If you’re interested in how individual employees’ opinions change during their time with your company, it’s a good idea to schedule surveys around important employee events. For instance, if you on board a large group of employees, you may choose to interview them after thirty days, after six months, and so forth. Timing surveys around these events will yield insight into your onboarding process and how engagement shifts over time.
3. Important Company Events
Employee feedback is invaluable during company-wide shifts. For example, if the company is re-branding, you may choose to survey your workforce before and after the shift. Employee responses will help you understand the impact on employees and what you can do to make the new brand more successful.
Regardless of the timing you choose, the most important thing is to ask your employees for feedback and take action on that feedback. To learn how some of our clients have conducted employee surveys, see our Employee Engagement Resources Center.
From India
Most companies administer surveys according to a specific, predetermined time schedule. The advantage of this approach is that it highlights changes over time. For instance, if your first batch of surveys indicated that 35% of employees were engaged, you may choose to survey the same workforce again in six months to measure whether your efforts to boost engagement are actually working.
2. Important Employee Events
If you’re interested in how individual employees’ opinions change during their time with your company, it’s a good idea to schedule surveys around important employee events. For instance, if you on board a large group of employees, you may choose to interview them after thirty days, after six months, and so forth. Timing surveys around these events will yield insight into your onboarding process and how engagement shifts over time.
3. Important Company Events
Employee feedback is invaluable during company-wide shifts. For example, if the company is re-branding, you may choose to survey your workforce before and after the shift. Employee responses will help you understand the impact on employees and what you can do to make the new brand more successful.
Regardless of the timing you choose, the most important thing is to ask your employees for feedback and take action on that feedback. To learn how some of our clients have conducted employee surveys, see our Employee Engagement Resources Center.
From India
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