But they only give you the “what,” not the “why.” Which means if you’re putting all your data eggs in the proverbial survey basket, you’re never going to get the full picture. Don’t get me wrong: Surveys are a great way to get a wholistic snapshot of employee sentiment. So if you’re rolling out survey after survey, eventually, they’re going to start saying “no” to the survey, which means your participation rates are going to drop, an in turn, so will the accuracy of any data you collect.ģ. Saying “yes” to one thing means saying “no” to another - whether that’s “no” to another project or “no” to spending more time with their kids. Rolling out a survey with less than 6 months between each iteration means you won’t give yourself enough time to succeed - and your employees are going to notice.Ģ. You need time to explore underlying issues, get alignment on an action plan, execute on that plan, and then give it time to (hopefully) work. It takes at least 6 months to make meaningful change. If you’re rolling out surveys more than once every six months, you’re doing it wrong.Įmployee sentiment presents a wealth of knowledge that we’d all do well to get a hold of.īut rolling out survey after survey isn’t the way to do it.įirst, because it’s a lot of work to manage, and second, because it doesn’t work.ġ.
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