The Employee Survey: A Strategic Tool vs. Engagement Barometer

Are you simply using your employee survey to measure engagement? How do you demonstrate the ROI from that approach? What if you instead use your survey to connect the employee perspective to business outcome data, such as financial performance, turnover rates, productivity numbers, and any other metric that the C-suite is using to evaluate company performance? If your current employee survey is not predicting critical outcomes to your company, your organization is potentially wasting valuable time and money on initiatives that will not impact business outcomes.

We’ve created a how-to guide to help you do just that. Yes. It’s possible to strategically use the employee survey to show ROI and improve business outcomes at your organization!

HOW TO: Think Strategically About Survey Content & Administration

Work Backwards: Go into a survey initiative knowing the business questions you want to answer and what the ultimate outcomes or goals of the survey should be. Think through the following:

  • What questions are being asked across the organization?
  • What are leaders hoping to understand?
  • What organizational issues are concerning to leadership?

Easy Peasy Access: Surveys should be accessible online, through a computer, tablet or mobile device at home or in the office, to ensure broader reach and greater participation rates. By doing so, you’ll achieve high participation and ultimately a fair representation of all employees. And, the turnaround time for analytics is greatly reduced, meaning your organization can move from survey to action in a much shorter period.

HOW TO: Connect Employee Survey Data to Business Metrics
(to prioritize organizational follow-up & solve common issues)

Show Me the Money: Advanced analytics that link employee scores to real business outcomes allow for the prioritization of time and resources in response to the employee survey results. This can also allow for a dollar amount to be placed on employee attitudes by demonstrating the connection between the employee experience and the organization’s performance.

CASE STUDY #1: Link to Bottom-Line Metrics

SMD helped a client link its employee survey to the following business outcomes: employee commitment (precursor to turnover), actual turnover rates, ROI metrics, and customer satisfaction scores. This linkage allowed the organization to prioritize around key topic areas, provide managers with specific scores on these key drivers, and direct follow-up and action planning. This approach is outlined in a graphical plot called a HeatMap® (below), which allows leaders to quickly see the attitudes that are key drivers of results and prioritize improvement efforts in these areas.

Happy businesswoman with colleagues in the background

CASE STUDY #2: Understanding Turnover

This is a pain point for everyone, right? SMD helped a client understand key employee experiences that were leading to voluntary turnover among their staff. By identifying 1) what employee perceptions led to turnover and 2) where in the organization employees scored low on these key drivers, this organization created targeted follow-up directed at the most at-risk work units. In a year’s time, they reduced turnover by 24-28 percent across the organization, saving an estimated $8 Million. Learn more about this case study in our recorded webinar; click here.

And, if you’re still not sure if your employee survey is up to snuff, take this quiz and see where you land.

engagement barometer image

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