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Sharing results before they are outdated includes employees in the survey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.
