How can you make employee surveys a real tool for change, at every level? There’s been a lot of practical research and trial-and-error; and we can conclude that there are things you can do which definitely work.
For many consultant, summarizing the data and providing recommendations is standard operating procedure, but it often leads to little action. That makes sense: most employees only get a little (if any) feedback, and the top managers are given a set of recommendations they can safely ignore or forget about.… Read the rest
Surveys can be used as a change tool in several ways —above and beyond the usual goal of gathering information.
First, simply having the survey tells people that change is coming, and that something will happen. That is a key part of the change process, known as “unfreezing,”which is needed for people to consider doing things differently.
One other subtle way that surveys affect change is by telling people what is considered most important.… Read the rest
In general, the bane of custom surveys is not being able to provide norms.
That might not be as bad as it sounds.
While clients almost invariably ask for, or sometimes demand, norms for employee surveys and even 360° feedback items, we have found significant cultural impact on responses — which is to say that there is variance based solely on the organizational/regional culture where the questions are asked.… Read the rest