During the past week, I reviewed data on employee satisfaction surveys conducted within the organization. It was intended to provide clear answers. On the assumption that the survey is anonymous, we assumed we would be told the truth.
It surprised me to see the results. This wasn't because they were bad.
This was due to the fact that they were too good. It made me uncomfortable.
Here are the results:
Over 90% of the employees responded to the survey. This shows high engagement and commitment to the process.
The majority of participants were extremely satisfied with the welfare activities, which included professional development, bonuses, and happy hours.
Most of the employees expressed their interest in working for the organization for many years to come.
Apparently excellent results. No worries for the CEO.
Really?
Definitely not!
Why?
Despite the fact that surveys can provide valuable insights, they do not always reflect reality. Therefore, it is crucial to collect, analyze, and examine additional parameters, both quantitatively and qualitatively.
Here are some examples of how I use quantitative data:
The extent to which the project meets deadlines
A product's profitability rate
Rate of absenteeism
The number of meetings each manager has with each employee
In addition, I collect qualitative data derived from interviews, conversations, and focus groups.
For instance, I ask:
A sense of impact an employee feels he has on the company's product
Whether or not the employee is willing to share his challenges with his manager
Employees feel comfortable discussing work challenges and outcomes with other group members
Using information gathered from several sources, I attempted to make sense of it all.
My inner feelings were correct.
Employees and managers are unlikely to feel engaged and satisfied, as they do not feel like they really have an impact on the company's product, work routines, and proper communication.
"Houston, we have a problem"
In conclusion, surveys are worthwhile and offer authentic feedback, but to get a complete picture, one needs to compile information from various sources.
Thus, the next time you conduct an employee engagement survey, ask yourself what other data you should include to get the full picture.
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