Employee Engagement Strategy – Timing

Employee Engagement Strategy

Organisations are struggling with their engagement survey response rates. Improve yours with our ten step employee engagement strategy.

Engagement Survey Response Rates

After answering the question ‘what is staff engagement survey?’ and discussing the hows and whys of engagement survey response rates we can begin to tackle the issue of improving results.

great{with}talent offers an implementation pack with their groundbreaking engagement surveys. As companies often use staff questionnaires year in and year out, the best way to improve engagement survey response rates is by refining the survey process.

From the beginning you need clearly defined objectives. An improved survey experience will engage users and keep them responding in future. great{with}talent advises ten steps to achieving this goal.

Read Step One – Communications Plan.

Read Step Two – Resource Allocation.

Read Step Three – Brand the Survey Initiative.

Read Step Four – Roles and Responsibilities.

Read Step Five – Management Endorsement.

Read Step Six – Using Right Language.

Read Step Seven – Data Collection.

Step Eight – Timing

It’s important to think carefully about the timing of your staff engagement survey. If employees are working on other important business processes or a budgeting cycle it is likely that the survey will be seen as disruptive and less important.

In the same way, be aware of tense times with employee relations. If your company is going through a period of downsizing or industrial action, the timing can skew results. Therefore it’s best to delay your staff questionnaire.

The timing of the staff survey should also be considered in relation to your business planning cycle. It’s best to make the data from your engagement questionnaire available prior to submission of business plans.

If resources are not available for effective follow-up actions then the information will be of little use. Therefore the engagement survey will have used resources for data that could have made more of a difference with a little extra planning and better timing.

Move onto Step Nine – Follow-up Actions or see the Steps One Through Ten.

Contact great{with}talent and find out more about their TalentEngage employee engagement surveys.


(Main image from Marketing Zen)

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