A while back, we talked about a controversial topic - survey fatigue. Why controversial? Well, because in many cases, employee surveying doesn't go as planned. Studies show that, in fact, many companies don't manage to achieve a response rate of more than 50%.
As you may imagine, the responsibility for this outcome usually ends up passed like a ping-pong ball from one department to another. Why? Because naturally, nobody wants to take the blame. As a result, the tool becomes the scapegoat.
So what's the solution? Is the tool really to blame?
Our last related article pointed out that organizations should understand that a transparent communication strategy is the right way to approach engagement surveys. But then why do you think we feel the need to write a follow-up piece? Well, basically, we received a comment from one of our readers that got us thinking.
“I would even argue that before a manager starts sending such employee surveys, they should do something that gives them credibility that they will act on the results of the survey.
In many personal cases, I did not have a lot of respect for certain managers of mine. So even if they shared an employee satisfaction survey, I either wouldn't have answered or not truthfully because I expected no real outcome. ‘It's just internal CSR, they don't really care’...
A manager first needs to create the environment for such a survey and it's an environment in which employees believe their opinion matters to the manager.”
- A reader
With this thought in mind, we did some research which led us to an insight. We discovered that this person, who took the time to give us their feedback, is not the only one feeling this way. No. There are many that feel that their response to a employee survey wouldn't make too much difference in the grand scheme of things.
In other words, we learned that employees are reluctant to answer such surveys for various reasons linked to management. First of all, more employees than organizations like to admit, feel a lack of motivation and interest from their managers.
As shocking as this sounds, a Gallup poll shows that not even 25% of US employees feel their leaders care about their wellbeing.
Furthermore, some even fear repercussions for giving an honest answer criticizing the company. Others simply skip the survey questions because they feel it will only end up being HR statistics and expect no actual outcome. Therefore, with this general feeling, it's no wonder that the response rate is low and also irrelevant.
This being said, as upsetting as it may sound, employee survey response rates reflect the leader's mastery of communicating, leading, motivating their teams and most importantly acting on insights from the data. And that is not just us saying. These are actual facts supported by studies and research.
As usual, we want to finish our article with a piece of advice. Before you start asking questions, prepare the environment for staff surveys. More importantly, make sure that your employees feel their opinions matter.
We know that this may be easier said than done. Yet, simple actions like communicating transparently with your teams about the survey's target, showing the outcomes of previous survey results, or keeping real-time track of survey answers are something every leader can and should do.
At Hapkey, we want to create a solution that gives teams more abilities to drive continuous team improvement, to be used by the leader and their team, not by the HR department.
Blue Monday, the third Monday in January, is often considered the most depressing day of the year.
It's the beginning of the year, so we decided to make a retrospective of 2022.
When it comes to human interactions, staying unbiased is no easy task. And that’s natural.
What makes a good leader? What springs to mind when you hear that question?
It's no wonder our minds are simply too weary, too tired to focus. The result? We end up being labeled as quiet quitters
Over the years, we have repeatedly raised the alarm, explaining how costly it is for organizations to have high turnover rates.
Studies show that, on average, within each working hour, employees check their emails 30 times. Yes, that means every two minutes.
Too many leaders take the easy road. They copy-paste management approaches from other companies in their context.
The person you’re coaching finds their own path to excellence. It’s simple to explain but difficult to master.
How many employee survey tools do you think are out there? Can you even grasp such a number? Don't worry if you can't.
At Hapkey, we’ve used the following workshop to surface unhappiness factors and to — empower — the team to fix problems themselves, rather than you, the manager, being the “fixer”.
Inflexible return to office policies is hammering employee experience scores.
Simply put, the customers' satisfaction rate is directly connected with the employees' journey.
Specialists say that humanity already lived, back in 2020, through a recession triggered by COVID-19. However, it is considered to be the shortest downfall in history.
The modern leader is the one that shows the problem to solve and not the one who explains how to solve the problem.
It’s no secret that the COVID-19 pandemic has shifted the world, making companies review their ways of conducting business.
Each day, more and more companies realize the importance of happiness at work, understanding its vital role in retaining the labor force
By the end of 2021, more than 4 million employees had quit their jobs in pursuit for better opportunities. And that left a big vacuum in organizations.
A recent statistic shows that almost half of the surveyed workforce claims that their lives have been altered in the last two years
Recently, we raised the alarm on the Great Resignation. We took the chance to discuss the matter and offered some tips on how to tackle the issue. Yet, this being such an important topic, we decided to extend the discussion.
The secret for a successful business is to actually manage to keep the employees within the company, not just bring them into the team.
Feedback is not a one-way road. You don't only ask for the employees' opinions and leave them hanging. You have to also be able to start a conversation based on these insights and act upon them.
Ask any team leader about the decisions they make when it comes to leading their employees, they will tell you that everything they do is to benefit the organization.
Research shows that people who are assigned boring and repetitive tasks are more likely to get distracted when working outside the office environment.
Discussing an issue makes people feel more confident about finding a solution.
Each organization is unique, and its culture is cultivated in every single interaction between employees.
There is no such thing as private and professional happiness. There is just one universal happiness formed by multiple parts.
There's no secret that in order to have high-performing teams, all members need to be happy.
To be successful in business, you need more than talented people on your team.
More than often, leaders are being perceived only for their management skills.
As a general rule, people don't usually like showing off their vulnerabilities
Does happiness have to end when the workday begins?
We went looking for answers. This is what we discovered.
Recently, a study that started in 2011 presented an actual scientific link between high-performance teams and the level of happiness of their members.
Sadly, on average, people tend not to be very fond of their jobs. They see their work as a necessity but not as something enjoyable.
Management has no idea that their employees are unhappy and are ready to abort the ship
People have become more acutely aware that we need to have a digital way of working relating to HR.
Always follow up with your employees to understand their situations and problems that they might face.
Rather than focusing on engagement, concentrate on happiness.
Alexander talks about how Frank Digital works towards a happier work environment
Marija shares her story of using Hapkey at Ombori.
Hapkey's CEO, Marcus Castenfors, had the pleasure of interviewing Henrik Kniberg this week.
Hapkey's CEO Marcus Castenfors joined the podcast "Fika med oss" this week to talk about employee happiness and organizational change.