Ask yourself: do your employees like their jobs? If you don’t have a quick answer to that question, it may be because you don’t have any data to base your decision off of. There’s a quick fix: regularly surveying your employees to gauge how they’re feeling at specific points in time.
These surveys can either be associated with an individual, or they can be completely anonymous. At TINYpulse, we evangelize on behalf of the latter option. I mean, we take it so seriously that we even have a commitment to it. Here’s why.
Employees Don’t Have to Worry About Retribution
Your workforce won't be entirely honest with you if their names are attached to the surveys your organization sends out. A worker who thinks their boss is a terrible manager, for example, probably isn’t going to divulge that fact to their boss for fear of retribution.
Anonymous employee engagement surveys, on the other hand, allow employees to be completely transparent — and brutally honest. If a team member has a problem with the way things are going, that person won’t hesitate to share their thoughts with management. They won’t be concerned about getting treated any differently after saying things that may be hard to swallow.
Let’s say a manager has come up with a new initiative that they believe will significantly improve operations. The manager constantly talks about how great the new program is. When it’s time to give out anonymous surveys, however, the team lets the manager know that the initiative is actually awful. It complicates their jobs and gives them extra headaches. Finding out that information may hurt the manager’s feelings. But if they are good at their job, they’ll nip the new initiative in the bud — and not punish anyone for telling it like it is.
Less Confident Team Members Will Speak Up
Not everyone on your team is an extrovert; you’ve definitely got your fair share of introverts too. While extroverted workers might have no problem letting their bosses know their ideas and opinions on what’s wrong, introverted employees might try to keep their mouths shut as much as they can for fear of being ridiculed for saying the wrong things.
Enter anonymous surveys, and introverted workers have no problem speaking their minds. A direct result of this liberation? Companies can tap into a pool of new ideas that otherwise might have never seen the light of day. You never know when your quietest employee has a truly game-changing idea.
Anonymous Surveys Drive Engagement and Improve Culture
By removing communication barriers and making it easier for employees to share their ideas directly with their managers in a completely honest way, anonymous surveys improve employee engagement — which strengthens work culture. Team members are much more likely to feel as though they own a slice of their organization, as they’re able to regularly comment on what’s working and what processes need to be improved. Beyond that, over time, they will see their ideas (or at least some of them) be put into practice.
This, in turn, will improve culture. And that’s nothing to take lightly. According to our 2015 Employee Engagement Report, work culture is strongly correlated with employee happiness. Because happier employees are more productive than miserable ones, employers would be wise to make use of anonymous surveys. Their staff, their customers, and their bottom line will thank them.
- 10 Questions Every Employee Engagement Survey Should Use
- 10 Employee Survey Failures — And How to Fix Them