Friday, 20 May 2016

Using good practice from the business world to gain valuable feedback

I have read how a recent phenomenon, across the globe, is a large and growing interest from organisations in adopting employee pulse surveys. Large to small organisations across all industries over the past 5 years have adopted this valuable measure.
I can confidently say is a valuable practice because I carried out an employee pulse survey recently at my school. It is easy to set up and offers management fast responses and quick feedback about the school’s workplace culture.

What are employee pulse surveys?

It is a fast and frequent survey system that does away with complex questions and gives a quick insight into the health of a company, hence the name ‘pulse’.

What are the benefits?
  • Receiving feedback relatively often and so quickly means that you are getting an insight into morale and employee satisfaction at the moment, not once per year as is often the case.

  •  Asking your staff for more regular feedback, say 3 times per year encourages positive employee engagement such as:

*    Engaged employees are more productive and take less time off
*    Engaged employees perform at a higher level and bring passion and interest to their job, which often leads to innovation in the workplace
*    Employees who are engaged significantly lower the risk of staff turnover

Companies such as Apple, Etsy, Airbnb, Microsoft and Amazon are now using employee pulse surveys as standard practice to measure engagement levels amongst their teams.
  • A culture of asking for employee feedback creates happier, more engaged employees, which in turn, increases positively in workplace culture.

  • ·      Asking the right questions will ensure that you get a deep understanding of employee motivation – what is the current mood of the school and where are the motivational triggers?

  • ·      Most employee pulse survey reports feature some form of statistical analysis and trend graphs. Looking at how responses were affected after major or minor internal events, earthquakes included, or during times of change is a powerful insight into employee motivation and morale.

  • ·      By asking for employee feedback relatively frequently, you are illustrating through your management actions that you care about employee feedback

  • Employee relations are improved knowing that your voice is being heard and that you have the right to ‘speak up’. People are happier when they have had the chance to “have their say”. It encourages open communication, and employees feel motivated to share suggestions and make recommendations for improvements. This helps clarify expectations, increases knowledge sharing and creates an environment of innovation.

Research has shown employees who identified themselves as happy in their positions are productive 80 percent of the time at work. Comparatively, employees who identified themselves as unhappy were only productive 40 percent of the time.
– American Business Magazine

What does a pulse survey look like?

I have normally included this type of survey in my 360 degree appraisal practice but now firmly believe the pulse survey has many more benefits and depth of response.
The pulse survey I used recently is as follows:

I firmly recommend this valuable employer practice.
Thanks business world for such a great tool!


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