There is a perception that interviewing employees (especially with the help of additional tools) is necessary only for large companies because in small teams the manager can personally talk with each employee and find out their thoughts. This is not true.
Of course, personal conversation with employees has a right to exist, but it takes too much time and distracts from other tasks, so this tool should be used rarely, but the conversations should be detailed. An employee should perceive a personal conversation with an HR manager or supervisor as a checkpoint, summing up the results, for example, of the past quarter.
In contrast, a structured survey should be quick, versatile and intuitive. Once the format and questions are decided on, the manager can effortlessly conduct a weekly employee survey that will take staff a few minutes to answer. And the obtained results, easily transformed into a graph, will help track the progress.
Intuitiveness for employees should be provided through feedback
- we advise you to periodically share the results with employees, as well as keep them informed about decisions to improve their experience based on survey results.
If you ensure that the survey is easy to complete and employees are aware that their answers are taken into account, then from an obligation, surveys will become an understandable tool for feedback and influence on the work process.
It should also be mentioned that for a complete picture it is necessary to conduct surveys with different purposes and questions. For tracking day-to-day metrics such as employee performance, the monotony of tasks, the absence of overworking, and employee well being, a weekly survey is a good idea.
And to track the company's key HR metrics, you should use less regular but more detailed surveys. Such surveys can reveal indicators of employee retention, corporate culture development, career growth, employee loyalty and the company's HR brand.