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Employee Survey Design for the Modern Workplace

A four-part micro course

Employers have been using employee surveys for about a century now, but the process has largely stayed the same. As most organizations struggle to improve engagement scores, it’s clear it’s time to rethink the way it’s always been done.

In this video series, Jason Lauritsen, employee engagement consultant, speaker and author, explains how to design an employee survey process for today’s constantly changing workplace.

CHAPTER ONE 
Are Employee Engagement Surveys Still Useful?


According to this year’s research by Gallup, only 31% of US employees are engaged at work. The rest are either not engaged or actively disengaged. This has led many organizations to question whether employee engagement surveys are still a reliable method for measuring and improving engagement.

In this video, Jason Lauritsen addresses the shortcomings of employee surveys and explains the real reason why they often don’t lead to higher engagement scores.

CHAPTER TWO
Defining Engagement for Your Organization


How do you define employee engagement? This is not a time to turn to Google! One mistake companies often make is investing thousands of dollars in an employee engagement survey without being clear on what engagement (or disengagement) looks like for their employees.

In Chapter 2, Jason explains why carefully defining employee engagement is so important and why it’s not enough to adopt the definition used by your survey vendor or consulting agency.

CHAPTER THREE
What to Consider When Planning Your Employee Survey


Surveys open a feedback loop with your employees. If you ask for their input, they expect you’re going to do something with it. But many organizations let months go by in between launching a survey and taking action, or even just communicating about the results. Employees then feel as if what they had to say wasn’t taken seriously. 

In this video, Jason explains how to shorten the time between asking for feedback and addressing it. Spoiler: It all has to do with two components of your planning process. 

CHAPTER FOUR
The Role of Technology and External Consultants


Due to scale and complexity, large companies tend to turn to external consultants to help them design their survey and analyze the results. But let’s be honest—this can get expensive. It’s the reason why you may not run surveys more often than once a year, even though you know it’s best practice to do so.

In this final lesson, Jason—a consultant himself—explains how today’s survey technology works, when to use a survey platform, and when to bring in a consultant.

It's Time to Revamp Your Employee Survey Strategy


Now, take everything you learned in this micro course and put it into action. Understand what often goes wrong in the survey process and the exact steps to take to fix it. It’s all explained in the whitepaper, The Employee Engagement Survey Needs a Rewrite: How to Get Feedback that Moves the Business Forward by Jason Lauritsen.

 

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