Employee Surveys don't work
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- Опубліковано 26 гру 2019
- Classic employee surveys (yearly, asking everything, follow-up etc.) don't work because what's not relevant befor the survey will not be relevant after it. You'd define priorities prior to the survey.
A good managent does not need survey to come up with improvements.
I dont trust any level of management in my small company. So I don't feel comfortable providing the negative feedback i want them to hear but it's not worth the potential ramifications.
I remember I did an employee survey and I answered it honestly and it wasn't favorable I'm not going to tell you what company I work for cuz I was like to keep my job still only do they not work the part where there's no retaliation that is somewhat of a lie I'm not going to lie they try to guilt trip you afterwards answered honestly and multiple people answered the same thing if they got a very low score on the survey and instead of admitting to the problems they had a huge meeting and just guilt-tripping the employees for making those kind of votes on The the employee surveys on my personal experience you're free to give your honest opinion
Fantastic video and great to see you producing content again. I love this approach we will look to apply it at work for 2020.
Work surveys always come across as either
1. We are out of touch and have no ideas or confidence in the ones we do have.
2. We want to interpret your answers in a way that matches our plans, then gaslight you by saying it was your idea.
Never trust them when they say its anonymous.. There are ways and means to find out who made unwelcome feedback or narrow down to a few individuals.
Dr. Trost, let me ask a question. If we follow the second scenario proposed, does it mean that first we implement the changes and then we conduct a survey? If so, how is it possible to measure the results if we have no quantative data before the changes take place?
I would personally collect data from other means BEFORE the survey. You dont implement changes before the survery, you only think about thats important, what you want to change, then you set targets, do the survey and then make a plan on how to meet those targets based on the survey results
@@vapourcentral4178 and from lot of things that seems important, how you can determine what is more important first to change and set the target? I think employee survey made from basic & general theory about how should organization and the people work best (if we talk about the same thing like employee engagement survey), where this kind of survey usually made as the reason to create improvement/intervention and target. cmiiw.
Great advisor
This is the most silliest thing i’ve heard. 90% of companies have periodic or quartile surveys. The method your asking to be done already would occur in a rolling cycle..
Your method is “quickly scramble to fix the problem you see before the survey” vs taking the factual evidence and applying a fix and use the next survey to measure your target.
Yes! When you make the wrong questions and take the wrong actions with such a long time span, it definitely does not work.
Usually employs surveys when they say answer honestly they mean kiss their butts. I'm not going to say where I work I'm just going to say I took one of those employee service and gave my honest opinion and people gave the same honest opinion. And it wasn't faithful to company they got a very low score. Do you think they fix anything no. Do you think they ignored us no because I did the far worse than they could have done. Violated their own rules we didn't get in trouble but we got pretty much talked down to. They had a huge meeting selling them how disappointed they are in us so when a company says answer honestly they're actually lying.