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10 ways to screw up an employee survey slideshare

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10 ways to screw up an employee survey slideshare

  1. 1. 10 Ways toScrew Up anEmployeeSurvey
  2. 2. Organizational Performance Through Organizational Health Surveying employees in order to understand concerns and assess levels of engagement, satisfaction, and commitment is a best practice for organizations of all sizes.
  3. 3. Organizational Performance Through Organizational Health If done well, employees are happy to share honest sentiments with company leaders.
  4. 4. Organizational Performance Through Organizational Health The information received can reveal significant dysfunction and discontent simmering just below the surface.
  5. 5. Organizational Performance Through Organizational Health Left unchecked, these issues will fester, becoming a cancer that destroys the health of any organization.
  6. 6. Organizational Performance Through Organizational Health However, we all know that strong leaders tend to enjoy a challenge.
  7. 7. Organizational Performance Through Organizational Health After all, anyone can lead a healthy organization… it takes a very special leader to squeeze results from a sickly, dysfunctional one…
  8. 8. Organizational Performance Through Organizational Health So… I thought it might be fun to share how to implement an employee survey without the risk of improving current cultural toxicity levels…
  9. 9. Organizational Performance Through Organizational Health If done right, you could even make them worse!
  10. 10. Organizational Performance Through Organizational Health So here they are… 10 Ways to Screw up an Employee Survey
  11. 11. Organizational Performance Through Organizational Health1 Buy the biggest brand namesurvey out there.Why not go ahead and convince the finance guys toapprove a huge investment in a nationally recognizedsurvey company? Everyone knows that the biggest andoldest must be the best. Besides, it’s super important tocompare your results against millions of data points fromthe 1980s.
  12. 12. Organizational Performance Through Organizational Health 2 Just write up your own survey questions. After all, how hard can it be to create questions that will accurately capture sentiment without creating bias in the results? Employees like the challenge of answering poorly developed questions that leave them wanting to select “unsure” as their answer.
  13. 13. Organizational Performance Through Organizational Health 3 Just keep using the same old survey. Even if it’s stale, untrusted, and ignored by employees, implementing a new process is just too much work. Although charting a new course requires an up-to-date map, the old survey is familiar and probably good enough to maintain the current course.
  14. 14. Organizational Performance Through Organizational Health 4 Ask a bunch of irrelevant questions. Employees love to answer questions that you have no intention of addressing with action. When they know you don’t plan to do anything with the results, they will usually waste less valuable company time completing the survey.
  15. 15. Organizational Performance Through Organizational Health 5 Don’t emphasize confidentiality. It’s really not important to let employees know you plan to protect individual responses. If you do, you may get truthful and sometimes negative feedback. When employees mistrust the survey process, they’ll be sure to put a positive spin on their answers just in case. This makes for better survey numbers!
  16. 16. Organizational Performance Through Organizational Health 6 Have the HR manager administer the survey. Employees enjoy sharing potentially career-ending feedback with individuals within the organization. Don’t be fooled, most employees like the adrenaline rush of living dangerously close to edge of the career- suicide cliff.
  17. 17. Organizational Performance Through Organizational Health 7 By all means, don’t share the data. After collecting the survey data, just talk about it at the executive level, but don’t share it with employees. Knowledge is power, and we don’t want valuable survey insights to fall into the wrong hands.
  18. 18. Organizational Performance Through Organizational Health 8 Don’t take any action on what you learn. Employees hate change, so even a bad status quo is okay with them. This practice will also show that the survey process is really just a waste of time and should be skipped if possible, again saving valuable productive hours.
  19. 19. Organizational Performance Through Organizational Health 9 Make the action planning process an administrative nightmare. When the results come back, be sure to create a burdensome process that managers and employees will dread. Require that each manager create detailed action plans for each survey element measured. Afterwards, require detailed weekly reporting and dashboards showing progress toward their goals.
  20. 20. Organizational Performance Through Organizational Health10 Just do the survey once. Take the baseline measurement and never check your progress. Why obsess about improvement? Just throw some tactics in place and see what happens. They’ll probably do the trick. After all, after a life-threatening diagnosis by a doctor, patients usually just try a few therapies and hope they work.
  21. 21. Organizational Performance Through Organizational HealthAny questions?An employee surveyprocess that works.http://wolfprairie.com1-800-850-WOLFinquiries@wolfprairie.com
  22. 22. Organizational Performance Through Organizational Health http://wolfprairie.com

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