This is a useful short video interview with Curt Coffman (co-author of First Break All The Rules) in which he gives ten thoughts and ideas about why your employee survey needs some attention. I particularly like tip #1 where Coffman talks about surveying the same things the same way over and over and yet expecting something different. I’m also a fan of tip #9, which makes the point that if you need to ask your employees 50 questions about how they are feeling, just how far removed, disengaged have you, the surveyer become? It’s a bit too brief in parts, but had I known about this sooner, I would have shown it to a few board directors before the ensuing battles about attitude and engagement surveys.
Being productive by knowing your people and managers acting on a daily basis to develop employee engagement makes a lot of sense.
I contend that engagement happens when things get personal and people feel aligned with those they have to communicate and collaborate.
So, surveys have limited applicability unless the results are translated into those critical components that we need to get people to align on.
It therefore means one must have a means of identifying and rectifying misalignments
I would like to discuss this with Curt as I see a synergy between his approach and our alignment tool AlEx
Regards
Nick
who benefits from the survey? not those at the bottom, the really cynical part of me relates that in a number of companies the survey result forms part of the bonus calculation.
Getting a good result in an employee survey is like being proud to have a certificate proving you are sane – you have to question the background – if you need the survey – then you are not really empowering your employees!
who benefits from the survey? not those at the bottom, the really cynical part of me relates that in a number of companies the survey result forms part of the bonus calculation.
Getting a good result in an employee survey is like being proud to have a certificate proving you are sane – you have to question the background – if you need the survey – then you are not really empowering your employees!