Employee Opinion Surveys

We are often asked why existing employee opinion surveys so often fail to drive real change. Instead they sit on the shelf, forgotten.

There are a number of reasons for this:

1. The survey itself fails to ask insightful questions- they are not detailed enough.
2. The survey information is not delivered back to the business in a timely manner
3. If it is delivered in a timely manner it is not easy for leaders to access their own team data and identify key issues and themes
4. There is no action planning process, or if there is, it is ad hoc - some teams do it and some don't for example.
5. The quality of the actions are not good - they fail to address the right issues and their underlying causes
6. Their is no easy way for the organisation to know whether any improvements are being undertaken for any team. This is particularly true of bigger organisations who can't communicate face to face as a smaller organisation could (if they are all in one office for example)

COI's employee opinion survey software addresses all these issues. Designed from the ground up using internet based software, it is, as far as we are aware, the only employee software in the world that offers all these features.

Once the survey is closed we suggest the following implementation checklist:

1. Enable all leaders direct access to their team's results- preferably within 1 -2 weeks of survey closure.
2. Train internal experts in the use of the OEP software- do this as soon as possible after the survey has closed- 1-2weeks.
3. For a governance committee to oversee the implementation process - the more senior and diverse the representation the better-if the CEO will sit on this committee this is ideal

Retention

Employee retention is a huge issue. More money is rarely the answer.

Building a deep understanding of, and then addressing peoples issues before they disconnect fro their employer is the only way to deal with this issue.