It was mid-year, and the email arrived like clockwork: the annual employee survey is here! My heart sank. The reminders would soon follow, pestering me to ensure every worker completed it.
I leaned back, frustration simmering. Memories of rejected proposals and ignored pleas for support resurfaced. The survey always brought promises of change, but when I asked for the tools to make it happen, management turned me down. Now, the workers' cynicism would land on me.
And what of upper management? They'd scrutinize the survey results, not their own decisions, but my ability to manage. The irony was almost amusing - almost.
Many managers believe survey results can determine:
Level of commitment
Happiness / Satisfaction
Engagement
Trust
Then they infer:
Productivity
Risk
There are very few asking about the reliability of employee surveys and investigating this popular belief? I'm not saying don't do them, but be aware of the implications. They don't address the current problems. Managers can't tell if the answers are true for the business right now, since they can't know for sure. Due to this, they are playing catch-up with reality.Â
Here is an example:
"How satisfied are you with communication from leadership?"
Average Score: 2.3 out of 5
Common Comments:
"We rarely hear updates unless something goes wrong."
"Decisions are made without explaining why, and it feels like we're left in the dark."
"I'd be motivated if leadership actually acted on our feedback instead of just asking for it."
Is this reality? Ask these 4 questions:
1.) What does it mean?
2.) Is it true?
3.) How can you know it's true?
4.) How do you act when you believe it?
Upper management may make this feedback mean there is a lack of trust and actionable follow-through from leadership.
The managers response will be based on their interpretation, not reality. 99.9% of the time, their perception has nothing to do with the workers or their feedback. So, they are wasting their time. There is no way to know what others think unless they tell you!
It could also mean employees don't feel trustworthy and don't want to make mistakes. Having a dialogue and asking the right questions is the only way to know. Getting to the root of their answers in a supportive environment transforms the organization.
Management's misperception takes away the very thing they seek, the opportunity to engage with an innovative and creative workforce, and forge exemplary performance.
Let's replace employee surveys with real connections, and save time.
Shall we?
Where should management start to replace useless employee surveys and understand the pulse of their organization?
What is the Magic Process?
1.) Get out of their offices.
2.) Meet people.
3.) Tell them what they do. And,
4.) Offer to help them.
Be consistent and accountable.
Would you like to improve engagement at your site without implementing another initiative that triggers more cynicism among your employees? We can have a 15-minute discussion to see if we have a shared vision for what's possible at your site. Hit the link below!
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