Employee survey: A challenge for internal communication skills

Employee survey: A challenge for internal communication skills

Your employees are a valuable source of knowledge: Some work in customer contact and get feedback there. Others are currently going through an internal change process and can assess the extent to which the measures are achieving the desired effect.

Whether it's their own working conditions or trust in their bosses: companies use employee surveys to tap into this knowledge. However, low participation rates or excessively long evaluation phases often mean that the added value falls short of expectations. Read here why it's time for new tools and methods.

Why an employee survey?

Well-informed employees can better perform their operational tasks. Companies that solicit feedback from their employees and, above all, actively deal with it, additionally benefit from a higher motivation of the workforce. Thus, functioning internal communication is crucial for the success of your business.

Employee surveys play an important role here. Companies use them to obtain a picture of the mood on a wide range of topics. Here are just the most important ones:

  1. Management and Leadership
  2. Information and communication
  3. Continuing professional development
  4. Colleagues and team
  5. Working conditions

But what criteria determine whether the goals of authentic responses and high participation rates are met? Employees must be convinced of the anonymity of the survey. Concern about personal disadvantages is one of the main reasons for the lack of acceptance. In many companies, it is a challenge to reach all employees at all. Especially the group of non-desk employees puts internal communication skills to the test. In addition, employees want a timely evaluation and an open dialogue on the results.

Are annual employee surveys outdated?

Employee surveys are usually intended to draw a comprehensive picture from the perspective of the workforce. They therefore capture opinions on many topics. However, extensive surveys conducted on an annual or biennial basis often cannot keep up with the rapid changes taking place in the company. Therefore, the trend is towards so-called pulse checks and less extensive surveys.

These short surveys create shorter feedback loops. In this way, you respond to the desire of many employees for more interaction with the management level. Especially in the case of organizational or process-related changes, companies can react more quickly to an imbalance. Live polls during an information event also provide an immediate picture of the mood of the audience. This makes the formats more interactive and thus ensures more attention from the participants.

However, experts agree: pulse surveys and live formats are a valuable addition, but they cannot replace the detailed employee survey. Successful employee communication is therefore characterized by the coherent use of both tools.

Choose the right communication platform

Many companies still rely on the paper-and-pencil format for their annual employee survey. The evaluation is time-consuming and error-prone. However, a growing number have already switched to the intranet or external providers for online surveys. Here, the accessibility of non-desk employees remains as a challenge.

Live surveys or pulse checks, however, take the problem to the extreme: better platforms are needed for collecting employee opinions. Because all formats live from the short-term accessibility of all employees and from efficient Workflows for the evaluation.

Communications departments are therefore increasingly turning to app-based surveys. The independence from specific end devices and the real-time evaluation create new potential. The features of the MEXS platform open up further possibilities in person-to-person communication: In addition to surveys, it integrates a GDPR-compliant messenger or news channels with a feedback function.

Close menu