Leaders of any organization tend to have a lot on their plate. To effectively manage operational details of the business, they must be engaged in active and ongoing engagement with members of all staffing positions. While conflict is typically inevitable in work environments, it can be reduced. And since certain types of conflict can cost a lot of time or money, preventing them is in everyone’s best interest.
One critical way to prevent or avoid conflict is to receive feedback from employees regularly and execute responses that keep the organization growing, evolving, and adapting to new needs of the workforce. Effective employee surveys can be a great way to gauge employee satisfaction if used responsibly as they can provide direct, and sometimes anonymously truthful insight into specific areas of need. Here are 4 keys to ensure your employee surveys are working effectively.
The 4 Keys to Effective Employee Surveys
Choosing the correct data-collecting method is an important first step. Different method options include surveys, interviews, or making quiet observations during relevant activities or times of the work day. Likert-type scales are often found to be helpful in communicating honest feedback as the range from strongly agree to strongly disagree allows individuals to answer directly without having to write long answers. Effective employee surveys often utilize them and allow leaders to ask open-ended questions while still getting measurable responses.
Taking action on the data you collect is important. It helps build trust which reinforces open and effective communication in the organization. When employees feel like they’re not being listened to – especially after being asked to provide feedback, they tend to grow frustrated and morale may reduce across teams. So make sure you have a plan in place about how you will use the information you collect. Consider if you’ll make the results public or what types of protocol you’ll enact to make sure the data impacts noticeable change.
Transparency is critical to creating trust, especially when you’re using data that comes directly from your employees. Make it clear what your plans are for change and how you interpreted their feedback to that end. Share what positive impact you expect from the changes you’re enacting to ensure your employees know their reflections matter. This will reinforce the benefits of communication and collaboration across the board, increasing employee empowerment, improving overall company culture, and reducing conflict.
It can also create long-lasting positive results to allow employees to participate in solution-building. You’ve collected their perspectives on what’s wrong, why not trust them to contribute to making it right? Especially since they are most affected by these changes, it is wise to allow them an active role in the change process for maximum effect.
Leading an organization means recognizing when change and growth is needed. Part of that growth can be implementing new approaches to how you collect feedback and what you do with it. It’s never too late to try something new and offering your employees an updated way to share their thoughts. Employees may carry a certain cynicism if their feedback has gone ignored in the past, but use new opportunities to prove otherwise and build trust for a brighter future.
Managing a team and preventing conflict between employees is challenging work. Get support from neutral and experienced professionals who can help you navigate the best conflict prevention strategies including acting quickly and effectively on employee feedback. Contact Pollack Peacebuilding Systems today to get the right solutions for your team.