Employee engagement survey newsletters are one of management's best tools for effecting good change in the workplace. A well-conducted employee survey can empower them and aid in initiating positive changes that will increase retention, employee happiness, and day-to-day morale.
If you are successful in conducting an employee engagement survey, you will send a loud and clear message to employees that you care about their well-being and are devoted to establishing the finest work environment possible.
While other instructions will merely walk you through the survey, this is step-by-step guidance through the whole engagement survey process. This post will teach you everything you need to know about making the most of an employee engagement survey, from brainstorming to implementing solutions.
Employee engagement survey should assess:
Before you begin writing your survey, you must decide on a topic of interest. While all engagement surveys include a set of more generic questions about overall engagement, these are more likely to focus on how an employee is feeling than on a workplace problem. For example, "I feel invigorated and ready to go to work every morning [strongly disagree - strongly agree]."
A good engagement survey, on the other hand, will include some more in-depth questions on a few areas that management has identified as potential issues. These are more likely to concentrate on the workplace and its processes. For example, "I have been provided with sufficient resources to accomplish my previous three projects [yes/no]."
Once you've determined which areas you want to inquire about, you must create the appropriate survey questions. Writing survey questions can be time-consuming, but it is critical to be careful. Poorly phrased or confusing questions can harm your survey findings or make it more difficult to assess employee satisfaction.
Survey questions should be clear, address one issue at a time, and allow employees to comment as necessary.
If you are composing your own questions, you should always have someone double-check them for clarity before sending them out. While you will most certainly need to compose or edit questions to meet the characteristics of your workplace, don't be afraid to use pre-written questions, such as those in Lattice's question bank. They were designed specifically for engagement surveys with assistance from the University of California, Berkeley's Social Sciences Department.
It can be difficult to persuade an employee to participate in an employee engagement survey. Employees are already overburdened and may not believe in the usefulness of an engagement survey, especially if it is your first time administering one. Make your survey anonymous so that participants feel empowered to express their true experiences rather than filtering their ideas out of fear of repercussions. Ensure management buy-in and involve them in the process – for example, consider putting them in charge of reminding their staff to complete the survey. This will increase your response rate by establishing the tone for employees and communicating that the survey is important.
When you begin to sift through your survey data, look for trends that indicate both accomplishments and difficulties. This will assist you in better understanding what you're doing successfully and how to translate that success across various parts of your firm.
Take the time to read employees' comments and suggestions if you have any open-response questions. Often, they will tell you a lot about the more nuanced factors influencing employee engagement: how employees visualize their challenges and tasks rather than how they feel about what you ask.
After that, you can share the results and get feedback. The feedback can help you to implement solutions. You can start afresh after implementing a solution. It can help you to improve your organization's performance.
Business executives understand how important it is to keep employees motivated and informed in order to achieve success. A newsletter is a forum for sharing both significant company updates and "lighter" news. However, if employees do not read the company newsletter because it is "dry" or without substance, it is a waste of time.
So, how can the team in charge of researching and developing the company newsletter ensure that it is of genuine value and interest? Key components that can entice employees and make them want to read the latest corporate news are listed below.
Employees should see themselves represented in an internal newsletter that reflects the soul of the firm. I've always tried to include the "voice" of the company's employees, with sections devoted to Q&As, blogs, or pieces authored by staff. You can also use employee engagement forums to increase employee engagement.
Employees continue to engage with human experiences and viewpoints at a time when many sources of information are vying for our attention. Including team members' views and sharing varied experiences is an excellent method to establish a sense of meaningful connection while fostering an inclusive and diverse culture.
Allowing each department to promote their triumphs as well as their present efforts in the newsletter is a fantastic idea. They can emphasize the team's or individual team members' successes. Create a segment in which diverse employees respond to amusing interview questions like, "What is the finest vacation spot?" Alternatively, include a photo section where staff can promote their trip or pet. Make it a combination of business and pleasure.
What if your employees could choose from a list and request to be mentored by one of your pre-approved mentors? With a "Experts required" section, you meet two requirements: interest from your high performers who are actively looking to improve themselves for the future and the value added by passing on wisdom to your company's future leaders.
Include a section for staff surveys. Keep it brief and to the point, with only one or two questions per month. This not only allows the organization to gauge how employees feel about specific topics but also provides staff with a regular outlet to express input and have a voice. Changes made in response to survey comments should be highlighted in future newsletters.
Add a personal experiences section
Adding a "personal experience" section is a wonderful method to increase email engagement and interest by emphasizing and connecting to the company's values. Perhaps it is a compelling yet simple narrative about someone doing an act of charity. Bringing these events to light will help to foster community and culture. It's entertaining to learn about our coworkers, and it helps us form human and virtual ties.
Consider including insights about your competition in addition to business updates and human-interest content. The more engaging you make this material, the more probable it is that your audience will read it. This is an excellent approach to educate your employees while also unifying them against some of your "shared adversaries" and increasing engagement.
Every wellness program is around assisting employees in adopting and maintaining healthy behaviors. Employees must first be educated and made aware of healthy practices in order to adopt them. A solid health and wellness newsletter can get staff off to a good start. For example, you can add:
You can build a loyal following of employees if you discover how to captivate your audience with an amazing wellness newsletter. You've already determined your target audience of other employees. Getting folks to subscribe is half the battle. Now it's time to pique their interest with outstanding material delivered in an engaging manner. Persuade your target audience to open the newsletter email.
Ask yourself, "What are you hoping to achieve with your wellness newsletter?"
You should not proceed until you have answered this critical question. If you can't answer this question, why should your reader bother? Do you wish to improve your audience's mental and physical health? That is the goal of the majority of wellness newsletters.
How frequently do you disregard an email when it comes to your inbox? Unfortunately, this could also be the fate of your newsletter. Employees at small and medium-sized businesses ignore approximately 65 percent of emails.
A newsletter is a low-cost way to create relationships and stay in touch with clients, consumers, and business partners. They feature vital news and updates, as well as other pertinent information. They are, in fact, critical for taking brand marketing to the next level. Newsletter distribution can help you construct a complete image of your organization and raise knowledge about your company. Advertisements can only provide a limited amount of information, whereas newsletters can encourage readers to learn more about an organization's operations. You can use an employee digital workplace like Agility Portal to integrate employee newsletters into everyday work routine.
Newsletters allow you to demonstrate your industry experience and professionalism. Remember that providing excellent information to consumers and prospects might help you establish yourself as an industry leader. Newsletters can serve a variety of functions. Companies dispatch them to advertise and market new products and services. Furthermore, one can increase the value of the newsletter by incorporating information about special deals and promotional activities that are exclusively available to your readers.