TSI Blog

A Must Have For Employee Engagement

May 10th, 2016 by Alison McKinney | No Responses

As organisations strive to improve performance and deliverance, having an engaged workforce is not only an advantage to achieving this, but also plays a key part as to whether an organisation sinks or swims.

Being able to harness the willingness and discretionary effort of employees will most certainly improve performance. If people are performing at their very best, it makes sense that organisations will work more collaboratively and effectively together, giving the best service, improving efficiency and enhancing performance.

It’s because of this that the concept of ’employee engagement’ is receiving a fast growing interest in the business world, with many organisations building an ‘employee engagement programme’ into their business strategies.

There are three key parts to developing and implementing an ‘employee engagement programme’

Firstly, without conducting an employee survey, it would make no sense. Without feedback from your people on how they feel about certain aspects of working for their employer, for example, do they have the right information and resources to carry … read more »

Push Those Response Rates Up

September 17th, 2014 by Alison McKinney | 1 Response

It’s that time of the year again.   Your organisation is rolling out the annual employee survey so that management can measure the engagement levels across the entire organisation.   Yet, with all the costs and efforts to administer employee surveys, achieving a high response rate can be tricky.

Getting employees to take time to complete the survey can be a challenge for any leader and with the low response rates, there if often too little data available to analyse and drill down to a micro-team level.

We at The Survey Initiative, experts in employee research and staff surveys are very proud of our average response rates when conducting surveys for our clients – typically 84%.

So today, we’d like to offer up some ideas on how your organisation can improve response rates when carrying out your employee survey.

Ensure Participant Anonymity

The best way to do this is to employ a third party to collect the data and generate the reports. Employees will … read more »

You Gotta Let Them Know – Part Three

June 16th, 2014 by Alison McKinney | No Responses

Within the last few blogs, we’ve looked at how critical it is to effectively communicate your employee survey in order to achieve high response rates.

But what is also vital is the communication of the results, and proposed actions by the organisation based on those results, to its workforce.

Immediately after the survey, thank employees for their time and openness and honesty and if your response rate was high, or you reached any specific response rate goals, acknowledge these too.

Whether or not your survey results are generally good or bad, keep the tone of any communication positive or at least neutral.

Be honest, an organisation must be keen to share both its strengths and its areas in need of improvement. Employees will see through attempts to hide or skew information.

The sooner results are released, the sooner the organisation can start to take steps towards positive change.

Share appropriate information at each and every level. All levels of management will need summarised … read more »

You Gotta Let Them Know – Part Two

June 12th, 2014 by Alison McKinney | 1 Response

Yesterday we talked about the importance of effective communication of the launch of an employee survey.

Whilst it is imperative that employees know why a survey is being carried out and assured actions will be taken upon its results, in order to keep up the momentum and interest while the survey is running and once results are available, communication must continue.

Make sure senior leadership continue to talk about it as this will instil the importance of the survey to employees.

There should be encouragement for line managers to talk about the employee survey in weekly meetings or simply in conversations with employees, pointing out the benefits in understanding employee’s views and opinions, but at the same time assuring them that all replies are confidential.

Send regular email updates thanking staff who have participated so far and asking those who have not yet completed to submit their replies. These emails should be updated with real response numbers, once the majority of … read more »

A Corker Of A Response Rate

February 12th, 2014 by Alison McKinney | No Responses

Working in partnership with a current client, a global research company, we have just closed their employee survey with an astounding 99% response rate! When you compare this to our current average response rate of 84%, we and the client are delighted that so many employees were comfortable and confident to take part in the survey and give their feedback.

So how has this been achieved?

Firstly, it’s important you have a well-designed questionnaire. Consideration should be given to the amount and types of questions asked and whether the survey should include the company’s branding. A survey that is too long will put your employees off completing it fully, if at all and one that is too short may not provide the information and feedback the organisation is seeking to obtain.

It’s crucial that the reasons for running the staff survey are communicated effectively across the organisation, preferably, using a three week window on the run up … read more »

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