Top Tips on Conducting an Employee Engagement Survey for SMEs

One of the most important success factors that any company has to look out for, is employee engagement. Primarily because employees are the main driving force behind a company’s success. That is why it’s imperative that every employer conducts an employee engagement survey every couple of months at least.

Demotivated or unhappy employees tend to be inefficient and less productive, which can cause problems in the company process. It’s in the best interest of everyone, to make sure your employees remain engaged.

In SMEs especially, where there aren’t many employees, it is even more important to make sure all your employees are doing well. It’s one of the most successful employee retention strategies. In addition, create employee performance plans that take EVERY employee into account.

Employee Engagement Survey Tips

After you have an employee engagement survey in place (if you don’t, you can find plenty of templates with a simple Google search), keep these tips in mind.

1.     Anonymity and Inclusivity is Key

The point of surveys is to get information from people that they would otherwise avoid giving. Similarly, there will always be things that an employee won’t talk to you about directly. However, if you provide them the option for anonymity, there is a good chance that they will participate and mention everything.

That is why a survey needs to be anonymous. Secondly, inclusivity is just as important as anonymity. This is because even if everyone in the company doesn’t have anything to say, it doesn’t mean you don’t give them the chance to do so.

You can’t know who wants to talk to you, so it’s best to provide everyone with the option to do so. You can never let employees feel like they’re being left out because that would do the opposite of what you’re trying to achieve. To make sure your survey is accurate and to keep its integrity, make sure you include every employee.

For SMEs, it’s best to opt for a third-party survey provider. There are plenty of online survey companies that let you create, customize, and distribute surveys. Here are a few online survey sites:

  • Survey Planet
  • Survey Gizmo
  • Survey Monkey
  • Fluid Surveys
  • Google Forms

All of these options have their pros and cons; like some integrate well with social media sites while others let you export your results directly to Microsoft Excel. SMEs tend to have private social media groups. You can directly send your survey on those groups, so that it reaches everyone.

If you don’t opt for the online option, you can always get a survey consultant but that tends to be expensive. You can post a job for the consultant on freelancer websites which may be cheaper than going to an exclusive consultant.

2.     Design Your Surveys Properly

The whole point of surveys is to get answers you wouldn’t normally get. Therefore, it’s safe to say that you will get answers to all the questions you ask. Hence, you need to make sure you ask the right and relevant questions.

You may also get unexpected answers or things that you don’t want to know about. If there is such a thing, try not to ask about it. Also, make sure to add in employee performance plans as part of your surveys.

For example, you can’t ask a production manager questions about working from home. The job entails that the employee is on-site every single day the production is running. If you ask such a question, you would most likely get answers you don’t want, which would defeat the purpose of the survey.

This is why it’s imperative to design your surveys according to your company standards and within the realms of what’s possible. The next tip explains why this is important.

3.     Act on Survey Results

Taking surveys usually means that the result is going to exact some change. Change can only be brought if the answers you get are within the realms of possibilities. This is why it’s important to design your surveys properly.

When you complete a survey, employees will be expecting some changes based on their answers. There will always be general responses, as well as individual responses, that most employees will give. General responses may be something like asking for a coffee maker in the kitchen. Individual responses may be something like asking for a raise after months of good performance.

When you ask the right questions, you get genuine answers that usually relate to something that needs to be done. You need to strategically plan out the changes you will make according to the employee engagement survey answers.

Conclusion: An Effective Employee Engagement Survey

In the end, you should announce the changes you’re making and give credit to the employees who voiced their concerns for that specific change. After you’re done with your employee engagement survey and the changes pertaining to it, you should start to plan out the next survey, so that you’re always up to date on your employees. This way, you can ensure that your employees are always engaged, motivated, and happy.