WALL29: Your employee engagement surveys are leading to divorce. Here’s what to do instead with Leanne Hughes

Two weeks ago, I posted a mini rant on LinkedIn. A ton of people commented and also messaged me privately afterwards, with their experiences with employee engagement surveys.

I’ve expanded on the thoughts here in this article and also share some alternatives on what you can do, instead.

I'm curious, what's your experience been with these type of surveys? Let me know in the comments.

Here's what I heard publicly: 

• “These employee engagement surveys always seem such tick box exercises, it's hard to get passionate about them. I also dislike the fact that they have to be anonymous. They should offer anonymity as an option but sometimes it's also nice to receive direct feedback based on my responses (both positive and constructive) and definitely to see actions based on my responses. What's the point in me making honest comments otherwise?” Jack Wilkinson
• “The feedback survey one is particularly galling and falls under "we should do these things to try and keep the staff happy, but we can't change anything, maybe we should have a pizza party, that makes staff happy right?”- Derek Van Tonder 
• “Seen it all” - Mike Oskam

I’ve expanded on the thoughts here in this podcast episode and also share some alternatives on what you can do, instead.

I'm curious, what's your experience been with these type of surveys? Let me know!

Connect with Leanne Hughes on all the platforms:
LinkedIn
Instagram
Twitter

For suggestions, collaborations and queries, email me hello@leannehughes.com. Support this podcast by subscribing and leaving a review, it would mean a lot!
Thanks for being here. See you next week.