Employee engagement surveys and workplace awards have a unique pairing. These aren’t just tools; they’re gateways to understanding and enhancing your workplace culture. This combination goes beyond surveys and trophies – it’s about unlocking the keys of what makes your workplace truly exceptional.
Preparing your organization to embark on the exploration of engagement surveys and workplace awards is an exciting journey. This list of DO’s and DON’Ts is here to serve as a friendly guide, and to help you navigate your path to workplace culture improvement.
Keep in mind that this list offers suggestions rather than hard-and-fast rules. Consider this a tool to support you along the way on your journey and know that this is adaptable based on your organization’s unique circumstances. Let this guide set the course to provide you with additional insights along the way, as you shape your course toward a more engaged and thriving workplace.
Why Conduct an Employee Engagement Survey?
Have you ever wondered why you would consider conducting engagement surveys? Think of them as a backstage pass to the emotions and opinions of your workforce. It’s like giving your employees a microphone and saying, “Tell us how you really feel.” These surveys aren’t just about data; they’re about showing your team that you genuinely care about what’s going on. Plus, they provide the insights into details that help you fine-tune your people strategy.
The Dynamic Duo of Engagement Surveys and Workplace Awards
Now, let’s talk about the power couple – engagement surveys and workplace awards. Imagine your workplace being recognized as the best of the best in your industry or geographic area. These awards often involve a deep dive into your organization, with employee engagement surveys serving a foundational role. It’s like the Oscars for workplaces.
Why Pursue Workplace Awards?
So, why would you want one of these reputable logos to place on your website or trophies to add to your reception area? Simply put, these awards are marketing gold. They attract top talent, elevate your corporate brand, and give your organization bragging rights. But here’s the biggest gem of them all – the application process will provide you with insights into the core of why your employees love working for you.
Let’s take a look at some DO’s and DON’Ts for you to consider:
Do – Strategies for Success
- Define Your WHY:
This is the place to start! This isn’t just about applying for an award; it’s about understanding why your organization is on this journey in the first place. Picture it as the compass guiding you toward improvement and recognition, and your driving force.
- Share Your WHY:
Transparency is key. It’s important to communicate openly with your employees about your motivation for pursuing a workplace award. Let your team in on the game plan and make them feel like an integral part of the journey, because they are!
- Commit to Getting Survey Results:
There will be a tremendous amount of data you receive from your engagement survey results. Consider this a gold mine of data. It is absolutely worth your time and investment to obtain and review these reports in order to understand how your employees feel about working at your organization.
- Communicate Findings and Next Steps:
After receiving your survey results, it’s time to dive in, understand your data and share the findings as well as next steps with your employees. Let them know what you’ve learned, what you’re planning to do about it, and, most importantly, how their input matters.
- Set Goals and Take Action
Here’s the key – Turn what you have learned into action items. Don’t just collect data for the sake of it. Transform what you have learned into goals and initiatives that drive real change.
Do NOT – Pitfalls to Avoid
- Do NOT Bribe:
Now, let’s talk about the “do nots.” Offering incentives for survey completion might seem like a good idea, but it can taint the authenticity of responses. That’s why it’s important to not bribe your employees to complete the engagement survey. Plus, workplace award administrators may disqualify organizations who employ such tactics.
- Do NOT Mandate Participation:
For the love of engagement, do not make participation mandatory. We want genuine feedback, not forced responses. If employees feel obligated, it could significantly impact the results. Again, the survey administrators may immediately disqualify your organization from eligibility for the award if they get confirmation you are requiring employees to participate.
For more information on this topic, check out our blog post on participation rates.
- Do NOT Fear the Outcome:
If your primary worry is not making the list, you’re missing the point. The possibility of not winning recognition is a concern that sometimes keeps leaders from applying for a workplace award. These awards are about continuous improvement, not just snagging a trophy.
- Do NOT Zone In:
When diving into your engagement data, don’t focus just on one piece or minimal points of data. Look at the big picture, analyze all the reports, and listen to what the collective voice is saying. It’s like putting together a puzzle – each piece matters.
- Do NOT Overlook Continuous Improvement:
Of course, we couldn’t get through this list without talking about continuous improvement. After all, this company is called striveHR!
Gathering engagement data from your employees is not a one-time thing. Don’t create a plan, check it off, and move on. Treat it as part of your continuous improvement strategy. Rinse, repeat, and watch your workplace culture flourish.
Questions You May Be Asking
Embarking on this journey might seem daunting, and that’s perfectly okay! As someone who has walked this path both as a practitioner and now as a coach and consultant, I understand the mix of excitement and apprehension. Your queries and concerns are valid.
Q: “Where do I begin?”
A: Start by defining your WHY, a beacon guiding your efforts.
Q:”What steps do I follow?”
A: Share your WHY, commit to survey results, and communicate findings transparently.
Q: “How do I manage this amidst other responsibilities?”
A: Lean on support. This isn’t a solo expedition; let’s navigate it together.
Conclusion – Strengthening Employee Engagement
Whether you’ve never applied, faced setbacks, or are now juggling numerous organizational priorities, this could be your year. Imagine making one significant improvement that turns your organization into a talent magnet, enhances employee engagement, and boosts retention.
Gathering direction from your employees through engagement surveys provides a roadmap for improvement. It’s not just a compliance exercise; it’s a journey toward fostering a thriving, empowered, and engaged workforce. The strategic blend of workplace awards and engagement surveys propels your organization into a realm where people say, “I want to work THERE!”
If your organization is looking for an advisor to help with your employee engagement and workplace culture, striving to become an award-winning workplace, or in need of a business coach for HR, let’s talk about how I can help you. Schedule a time to chat HERE.
To explore more ideas and strategies for supporting a corporate culture that leads to becoming and maintaining an award-winning workplace, check my book, CULTURE IMPACT. This comprehensive resource will empower you to take steps to create an extraordinary workplace culture and unlock your organization’s full potential.
