• Brian Cohn

    I’ve worked for a couple of places where there were high minimums set for ensuring we heard from a very large majority of our employees. Rather than spam them, we had teams scheduled to go into a room to take the survey. The upside for this is to ensure we had good participation, it removed distractions, and we did not have to send out reminders.

    Brian Erik Cohn

    • Heather Nelson

      Thanks Brian – this is a good tip. Of course, it needs to be balanced with ensuring the employer is not looking over an employee’s shoulder while they complete the survey. Bottom line is with today’s technology it should be rote to remove someone from the reminder emails once they have completed the survey – while maintaining anonymity and confidentiality too.

  • Martha Duesterhoft

    Great insight and advice Heather — thanks for sharing!

  • Shelli

    Great advice Heather – it is a business issue not just HR.

    • Heather Nelson

      Totally agree Shelli. Thanks.

  • Barbara Milhizer

    Point #3 cannot be over-emphasized. Too many times companies are checking the box. Another point is to celebrate successes and growth when you have them.

  • Herwig W Dierckx

    And the Oscar goes to #7. Indeed, these surveys shouldn’t
    replace your daily contacts. The info you get through talking face-to-face is
    most direct and straightforward. As a leader, you could ask what works best: an
    automated and remote survey or direct contact with your staff. You don’t mind a
    bit of challenge on the value of engagement surveys, have a look here: http://wp.me/p3kBAr-2x.

  • Bubba in the city

    I work for Disney and I just don’t trust them that they will some how track my responses back to me. I am in awful situation, where I am being harassed and humiliated, but need my job. Every person that has complained about my boss has been let go or forced into retirement and yet she remains. I want to be honest and say how unhappy I am, but am terrified of losing my job.