Staff Surveys and Employees

Staff Surveys

When conducting staff surveys there are a number of stakeholder groups to be considered. Effective handling of each of these groups will secure a more successful outcome for your organisation. Find out more about the first stakeholder group, employees.

Staff Surveys and Employees

Each stakeholder group has different roles and responsibilities during the process of staff surveys. The effective use of each of these groups will improve the short term and long term benefits of your employee survey.

The main objective of staff surveys is to gauge the levels of employee satisfaction and commitment. Then the aim is to use results to inform organisational change in order to reduce staff turnover.

The more candid and open employees are, the better the quality of data. Therefore, careful thought and consideration needs to be given to how the staff survey is communicated, administered and followed up with employees.

Find out more about Improving Employee Engagement Survey Response Rates.

Communication is Key

To secure high completion rates, employees must understand and buy-in to your organisation’s commitment to positive change. This guide is intended to support this process so that an integrated approach to managing staff survey communications is adopted.

Here’s a guideline for the communications process with employees:

Specification and Planning

  • Outline the objectives of the engagement survey and the rationale;
  • Why their views are important;
  • Timings of the project and how they will be able to complete the staff survey;
  • Surveys are anonymous – Third party undertaking data collection.

Data Collection Phase

  • Reiterate importance of participation – to actively input to improving the company they need to complete the staff survey;
  • Reiterate how to complete and the ease of use;
  • Outline how long they have until the end of the data collection.

Analysis and Feedback

  • Thank employees for their participation;
  • Provide summary of staff survey results;
  • Introduce specific action planning projects and how they can get involved;
  • Highlight when appropriate on-going impact of follow-up actions.

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


(Main image from Dr. Diane Hamilton)

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