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Common Pitfalls in Employee Satisfaction Surveys

Failure To Communicate Purpose of Survey

When a company doesn’t disclose why they are administering a particular employee survey, or don’t explain it well enough, individuals will be less inclined to participate in the survey process.

Failure to Build Confidence in Privacy Policy

Employees completing satisfaction surveys that critique management or their co-workers will often tailor their responses to what they think will be viewed as favorable by HR or other reviewing mangers.

To increase respondent honesty and openness, administrators of the surveys should make surveys anonymous and clearly communicate that they are doing so to employees.

When employees know that their responses won’t be linked with their identities, they will feel more comfortable giving straightforward responses.

Failure to Communicate Findings In a Timely Manner

Survey participants value knowing how their responses compare with the other individuals who were surveyed.

Sharing results before they are outdated includes employees in the survey process and strengthens the relationship with their employers.

However, if the data is not shared, or is shared too long after the survey was administered, the value employees gain from knowing the results is significantly reduced.

By sharing results after they have become “stale,” the findings may seem irrelevant and ultimately uninteresting to an employee’s current situation.