Article: Tips for Conducting Successful Staff
staff attrition costs often cited as one of the
major expenses of any business, pity the organisation
that ignores the need to listen to their staff
and collect regular staff feedback.
managed well, staff surveys can assist
in increasing staff retention rates, lowering
absenteeism, improving productivity, enhancing
customer relations, and increasing profitability.
When staff survey results are acted on by Management,
it can reinforce to employees that their input
is valued by the organisation and help improve
morale and loyalty - All valuable outcomes in
today's candidate-short market.
this in mind, why is it that so many HR Managers
and Directors do not conduct staff surveys on
a regular basis?
staff survey process often presents a number of challenges;
high costs, a time consuming process, poor response
rates, and administrative challenges around producing
quality reports and charts. So how does one overcome
these hurdles to implement an effective employee feedback
Thankfully, many of these challenges can be overcome
by conducting employee surveys online rather than by
taking the traditional paper approach. Online surveys
are more efficient and economical to administer as they
can be delivered at a significantly reduced cost, whilst
the time involved in the administrative aspect of implementing
the survey is reduced as time-consuming data entry tasks
and deciphering of illegible handwriting is eliminated
short, there are a number of tips you can easily implement
to help ensure the success of your online staff survey.
Market the survey - create awareness. Employees
need to be given plenty of notice about an upcoming
survey. Use any medium(s) available, such as email,
notice boards, company meetings, etc. You will need
to emphasise the importance of employees responding
and how valuable their opinion is to the organisation
in order to make necessary improvements. You also
need to advise upfront what process you have in place
to review and then action results.
2. Clearly state survey objectives in the invite
- communicate what the purpose of the survey is, why
the organisation is conducting it, where and when
employees will be able to access it, and how the results
will be used.
3. Preserve anonymity - Employees are more
likely to provide honest feedback if the surveys are
conducted anonymously. Reassure employees that their
responses will be strictly confidential and will not
be linked to them as individuals, but rather viewed
in a cumulative format. Often involvement in the process
by a 3rd party to manage the process can help reinforce
the integrity of the survey.
4. Consider incentives for completed responses
within the given timeframe - our research shows
that incentives can help increase response rates by
10-15%. They are especially useful in a longer survey,
and can be anything that will appeal to the employee
demographic, from department store vouchers to wine,
electronic goods or movie passes, depending on budget.
For example: "The first 100 completed responses
received will go into the draw to win
5. Send reminders - usually sent to people
that haven't yet started the survey (make sure your
survey tool can tell you this), survey reminders can
increase your responses by another 10-15% by providing
an additional prompt to employees to complete the
survey 7-10 days after the initial invite was sent.
6. Share results - communicate a summary of
the key findings with your employees in a timely manner
after the survey close date. This will provide assurance
that time and effort spent on completing the survey
was worthwhile and acted on, and will help ensure
high response rates continue for any future staff
surveys you conduct.
7. Take action on findings - It is imperative
that the organisation is committed to making appropriate
changes for improvement based on the findings of the
survey. If no action is taken (or seen to be taken),
the survey could potentially have an adverse effect
within the organisation, promoting distrust in employees
and often reinforcing some of the concerns raised
in their feedback. The appointment of a 'Survey response
working party' assigned the task of interpreting and
actioning survey results can be an effective way to
reinforce your organisation's commitment to the survey
When designed and implemented correctly, employee surveys
can help improve staff loyalty and productivity, hence
making them an invaluable tool for any HR leader. By
using a good online survey provider, the survey process
can often be completed within 3-4 weeks from start to
finish, and can arm the organisation with invaluable
information to help drive their HR strategy in the impending
12 months and beyond.
Would you like to know more or arrange a free custom-branded
staff survey demo?
an Australian-built online staff survey tool:
is an Australian built online feedback and survey
tool used extensively by Australian and New Zealand
based organisations to conduct online staff surveys.
The tool can also be used by HR to conduct cost
effective staff climate surveys, training needs
analysis surveys, exit interviews, and 'new starter'
feedback surveys to name a few popular uses.
Please complete the
form below to arrange your FREE custom-branded
staff survey demonstration and a PeoplePulse pricing
and information sheet.
completing the form below, a PeoplePulse representative
will contact you to discuss your needs and current
situation. From there we will set up your demo
and arrange a suitable time to show the system
be assured that your correspondence with us is confidential.
We will not divulge email addresses or any other details
you provide to outside sources.
The above demonstration request form was powered by
American Society for Training and Development (ASTD).
Laurie J. Bassi et al., "Profiting From Learning:
Do Firms' Investments in Education and Training Pay
Off?" American Society for Training and Development,
"The 2001 Global Training and Certification Study,"
CompTIA and Prometric.
EOWA.gov.au - 'Training Needs Analysis and Skills