What do transparent workplaces have to do with ice machines and coffeemakers?
Lots, it turns out.
When you solicit employees’ opinions in pulse polls on the little things—such as the appliances in the lunchroom—they are more likely to take you seriously on the big questions about whether they have the tools and management support they need.
That’s one of the conclusions of a free download from Ragan Communications and ContactMonkey, “7 ways to get honest feedback from employee surveys.”
Find out the key to getting more responses to those surveys that many employees delete as soon as they land in the inbox.
“You’ve got to really make people feel safe about answering these questions honestly,” says Kyum Kim, co-founder and head of U.S. operations at the professional networking platform Blind, which frequently surveys its members about workplace issues.
The key to higher participation starts with your organizational culture. Are you an employer whose staffers trust you with their thoughts, suggestions and critiques? If not, learn how to transform your business.
In this guide, you will learn:
- Why employees don’t feel safe—and what you can do so both your pulse surveys and longer annual polls gather the candid feedback and meaningful data you’re seeking. (Otherwise, why poll at all?)
- What important thing to do with the results that most organizations overlook.
- How to win staffers’ trust that you value their opinions—rather than hiding the data in Excel documents that nobody but the comms team and execs will ever see.
- How to use fun pulse surveys to build support for the major annual or quarterly polls where you harvest more serious data.
- How to solicit honest feedback about managers in ways that improve your business—and bolster employees’ trust.
- Why retaliation is counterproductive.
- How making honesty a value in communications across the organization will benefit your surveys.