I Know What You Said, Now Tell Me More! The Value of Non-Anonymous Surveys. White Paper

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1 I Know What You Said, Now Tell Me More! The Value of Non-Anonymous Surveys White Paper TalentKeepers is celebrating 15 years of providing award-winning employee engagement and retention solutions to help companies around the globe increase their performance. We re a recognized leader in innovative onboarding tools, employee engagement surveys that drive growth and accountability, HRCI and SHRM certified training for HR professionals, unique elearning leadership programs, teambuilding tools and much more. Twice we have won HR Executive Magazine s Product of the Year award. Re-energize your efforts and expect more from your engagement and retention partner. Contact us today at solutions@talentkeepers.com. Copyright TalentKeepers, Inc. All rights reserved. No reproduction of this report in whole or in part is allowed without prior written approval of TalentKeepers. TalentKeepers and the TalentKeepers logo are trademarks of TalentKeepers, Inc. TalentKeepers. All Rights Reserved. Page 1

2 \ The Value of Non-Anonymous Surveys in Engaging and Retaining Talent Employee engagement has become a popular talent management initiative over the past few years. This popularity has been driven, in part, by numerous research studies showing that engaged employees deliver better results for their organizations. Two organizational outcomes in particular have received a lot of attention in the research: financial results (e.g., increased profitability, increase sales volumes) and customer satisfaction metrics (e.g., overall satisfaction, willingness to recommend the company/product). So what is an engaged employee? The talent management industry defines engaged employees as those who willingly give discretionary effort going beyond what is typically required in a position to help an organization succeed. When they are engaged, employees express themselves physically, cognitively, and emotionally during work performances. At TalentKeepers, we describe an engaged workforce as having a heightened level of ownership when each employee wants to do whatever they can for their team, the customer, and the organization. In general, organizations fortunate enough to create and maintain an engaged workforce enjoy improved performance levels. TalentKeepers research indicates that higher levels of employee engagement are linked to employee commitment, a high performing workforce, satisfied and loyal customers, and a productive and profitable organization. What s the best way to find out if your employees ARE engaged? The answer is simple. Ask them! Over two thirds of U.S. companies survey their employees to gauge employee engagement and satisfaction. Companies often invest large sums of money with third parties to uncover reasons why employees leave, or to generate suggestions for improving morale, productivity, and employee satisfaction. While the money and effort involved in third party consultations are well spent in most cases, management often overlooks a more qualified voice to speak to these challenges: the employees themselves. Leaders who understand this mindset spend time interacting with their employees. They are out in front upholding the vision, helping out where needed, and getting to know their team members. Smart companies take this a step farther. While informal TalentKeepers. All Rights Reserved. Page 2

3 The most valuable employee engagement surveys allow leaders to learn how to lead their teams more effectivelyand see what each team member needs and the value multiplies! communication is absolutely crucial in ensuring an engaged workforce, formalizing the listening process provides three advantages: Proof that the company cares Basis for accountability and action Sounding board for EVERYONE Employee engagement surveys are important tools in determining whether or not team members are whole-heartedly happy and bringing their best selves to work. The psychological benefits of employee surveys are often as important as the concrete improvements that are generated. Many employee concerns are based on nonquantitative elements such as trust, work schedules, recognition, benefits, and working conditions. When a company conducts an employee survey, workers feel cared about, empowered, valued, and believe that leadership is dedicated to improving job satisfaction. Surveys provide a boost of empowerment and pride, creating a higher sense of morale and a stronger sense of loyalty. But, Do They Really Want to Be Asked? Contrary to any grumbling or rumors you might hear, research indicates that employees, in general, like surveys. They appreciate, and are sometimes even surprised, that someone is asking for their opinions. Anonymous or Non-Anonymous Surveys, Which Is Better? There is no question: employees want to be heard; they believe their ideas have value; and they are pleased about the mere fact they were asked. Both anonymous and non-anonymous surveys are valuable, with each providing unique benefits. By far, anonymous surveys are the most popular type of employee engagement surveys. The greatest benefit to an anonymous survey is a perceived increase in the honesty of the responses. Employees are free to answer questions without fear of consequences for responding negatively to questions or providing unpopular answers. This is particularly helpful when asking questions about sensitive issues such as pay, willingness to stay with the organization, and evaluating individual leaders. However, there are a number of disadvantages to anonymous surveys. Perhaps the biggest drawback to anonymous surveys is that leaders cannot see how each of their team members responded, which often leaves them guessing as to how to modify their leadership approach for each team member. TalentKeepers. All Rights Reserved. Page 3

4 So are anonymous or non-anonymous surveys better? The answer is both! If you re not using both, you re only getting half of the story. The most valuable employee engagement surveys allow leaders to learn how to lead their teams more effectively and see what each team member needs. Popular Survey Features Provided by Anonymous and Non-anonymous Surveys Anonymous Survey Feature Survey Non-Anonymous Survey Ask sensitive questions Yes No Track participation Rarely Yes Tie results to performance Rarely Yes Tie results to department, tenure, gender, age Yes Yes Allow leaders to see individual team member s responses and ask follow-up questions No Yes Evaluate leader performance Yes No Results can feel threatening to leaders & team members Yes No Useful when on-boarding new employees No Yes Typically, employee responses to anonymous surveys are only associated to the larger group to which they belong within the organization (e.g. department, business unit, geographic location), so employee responses are not easily broken down by employee performance level. Results by performance level are valuable, as executives most often as to see how their most valuable and highest-performing employees feel about important issues. Although rare in the industry, TalentKeepers does provide an opportunity to tie individual respondents to their performance, while maintaining the confidentiality of individual responses, through our anonymous employee engagement survey called TalentWatch. So are anonymous or non-anonymous surveys better? The best answer is both! If you re not using both, you re only getting half of the story. TalentKeepers. All Rights Reserved. Page 4

5 What s the best use for a non-anonymous survey? Non-anonymous surveys are best used to supplement an anonymous employee engagement survey so leaders can connect with each individual team member on nonthreatening issues that are important to them. The content of non-anonymous surveys varies widely, but some effective issues to ask are listed here: What leadership attributes does the team member value most in a leader? This is NOT an evaluation of their current leader, but rather the team member s preference for leadership attributes in any leader. This information allows leaders to adapt their approach to bring those most preferred attributes to each team member. Asking team members about their career preferences helps leaders prepare team members to target the right career path that leads to appropriate opportunities. Determining how team members prefer to be recognized for their achievements allows leaders to maximize the positives associated with recognizing and rewarding team members in a way that matters most to them. FirstFit Survey An Example of a Non-Anonymous Survey TalentKeepers offers a powerful non-anonymous engagement survey called FirstFit. The survey helps organizations effectively and consistently engage their employees by building stronger relationships between each employee and their leader. The FirstFit survey is part of the Handshake Connection solution, an award-winning process that received The Top Training Program of the Year Award from Human Resource Executive Magazine in We ve developed a simple yet powerful process to effectively leverage the nonanonymous survey results. The FirstFit survey asks each employee what attributes he/she values most in any leader, providing their leaders with the opportunity to receive immediate results for each of their employees preferences. These results are reviewed and discussed during a meeting between the leader and employee, called a Handshake Meeting. During this conversation, they review the individual preferences and discuss behaviors past leaders have used effectively with the employee. The leader then commits to use similar behaviors when interacting with the employee. TalentKeepers. All Rights Reserved. Page 5

6 The second part of the meeting focuses on the leader asking for the employee s commitment to be open and honest with the leader about anything that is bothering them or affecting their engagement at work. The Handshake Meeting process is supported by an online learning module called Handshake Connection, which teaches leaders how to effectively conduct Handshake Meetings. It s a different conversation between leaders and employees; therefore it s important to support how a leader can be successful with delivering this type of information and what behaviors matter most. Tens of thousands of leaders have used this process to better engage their teams by understanding the unique needs of each of their employees. Click here to learn more about our FirstFit, TalentKeepers individual engagement survey. What Do You Do with the Results? If you are going to commit to conducting employee engagement surveys, the first thing you want to do is make sure that results are quickly available to leaders. The best surveys are easy to implement and provide detailed, actionable results to all levels of management, from an executive dashboard to individualized reports for front-line leaders. Data should be easy to interpret and immediate, and reports are easy to pull and quickly. Effective surveys need to provide options in terms of multi-modal administration (i.e. online, paper). The ability to filter results by customized employee attributes is a plus in enabling leaders and the organization to be able to take specific action. SO that s the first thing, but what s the vital thing? To ensure long-term positive results, leaders must effectively communicate their appreciation for employees time, ideas, and suggestions. If any changes are made as a result of an idea submitted via an employee survey, leaders should make employees aware that their suggestions are being acted upon. Remember, letting employees know their voice matters to the success of the team and the organization has a direct correlation on employee engagement! TalentKeepers. All Rights Reserved. Page 6

7 The use of both anonymous and non-anonymous engagement surveys is one of the most valuable tools to help organizations assess and attack issues that cause employees to become disengaged. Leaders should also view this survey data as a rare opportunity to improve their own skills and behaviors. Without a survey, leaders have to guess. Remember, the true value of an engagement survey is based on a leader s commitment and ability to manage differently based on the survey results. The ultimate goal is to apply the information learned to improve employee engagement through leadership, co-workers, job/career satisfaction, and a high performing organization. Conclusion Without a survey, leaders have to guess at how they re doing with their team members. The high costs of disengaged employees reach far and deep into organizations. Both anonymous and non-anonymous engagement surveys are one of the most valuable tools to help organizations assess and attack issues that cause employees to become disengaged. Not only do these surveys signal what areas need improvement, but point to ways that increase productivity while also strengthening employee-leader relationships, supporting a climate in which employees are motivated to work harder, and drive results. A non-anonymous survey solution, such as the FirstFit survey and Handshake Connection, does not evaluate the leader or the employee. It s a short but powerful process that gets to the needs of the team member and allows the leader to embrace flexibility in his/her leadership approach. Organizations encourage their employees to look for smarter, more effective ways to complete work and exceed goals. Shouldn t this perspective apply to employees, since they are the drivers of completing the work and making the organization successful? During times of change which require the need for stabilization, we must continue to look holistically at what defines success and remember your most important asset your people. TalentKeepers has surveyed millions of employees around the world. We are experts in all of the elements required for conducting a highly effective survey, including design, communication, administration, data analysis, and providing actionable results. We offer standardized surveys with global benchmark data for all phases of the employee lifecycle, as well as the ability to customize a survey that meets your exact needs. TalentKeepers. All Rights Reserved. Page 7

8 Talent Management Solutions TalentKeepers is celebrating 15 years of providing award-winning employee engagement and retention solutions to help companies around the globe increase their performance. We re a recognized leader in innovative onboarding tools, employee engagement surveys that drive growth and accountability, HRCI and SHRM certified training for HR professionals, unique elearning leadership programs, teambuilding tools and much more. Twice we have won HR Executive Magazine s Product of the Year award. Re-energize your efforts and expect more from your engagement and retention partner. Contact us today at solutions@talentkeepers.com. Leadership Training Programs All of TalentKeepers training and development programs are built around critical competencies and designed to give leaders the skills they need to be increasingly effective in their careers. Leaders learn talents including Trust Builder, Flexibility Expert, Talent Developer & Coach and High Performance Builder in a total, blended learning approach including e-learning modules, reinforcement workshops and off-line practice activities. Employee Engagement Solutions Retaining and actively engaging high-performing employees builds strength in an organization s culture and improves overall performance. TalentKeepers offers several tools proven to increase commitment and positively impact engagement and productivity. Surveys/Assessments TalentKeepers surveys and assessments can help you measure and report the impact of critical factors that contribute to engagement and the degree of influence those factors have on employees decisions to join, stay or leave your organization. For details on our Talent Management Solutions or to get more information on TalentKeepers full range of products and services: Call us! solutions@talentkeepers.com TalentKeepers. All Rights Reserved. Page 8

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