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Employee Engagement Surveys

Knowing what your employees “really think” helps you target the right areas for improvement in your organization.

You’ve likely read about “quiet quitting” in recent media reports. If the data is correct, a significant number of current employees are experiencing less enthusiasm and less commitment for their work and their workplaces.

In the nonprofit sector in Canada, employee turnover is at record high levels and the number of applicants for vacant positions are at record lows. What’s more, qualified applicants are harder to find and nonprofits are forced to hire under-qualified people and then spend precious time and money bringing new hires to the minimum skill levels required.

It seems almost too obvious to say this, however the key to improving this situation lies in improving employee retention.

Keeping more great people, (people who you have already paid to recruit and train) means you can return to focusing on quality of services and programs, meeting community needs and waste less time on advertising, screening, interviewing, reference checking and finally, onboarding.

There are thousands of books, articles and videos telling the why, what and how of employee retention. I even wrote one of these books! (Check out “Taming Turnover” at https://learningforleaders.ca/shop/ ).

However, there are two things missing from all these strategies and advice. Here they are in a nutshell:

#1 Every organization has different strengths and different areas that need improvement. You must discover these first so you can tailor your retention strategies for your unique challenges.

#2 What management thinks the organization’s strengths and areas for improvement are, can be VERY different than what many non-management employees think these two things are.

The first point is really obvious but is often overlooked. Like many EDs, my strategy was to take action
and put resources in play, in the HOPE that what we were trying would positively impact
employee morale and retention.

The second point may be a bit more difficult for some senior managers to swallow! But it makes sense.

Our perceptions as senior leaders are based on different experiences and positions in the organization than those in mid-level or direct service positions.

Before senior management spends a single dime or a single hour on retention initiatives, they must know what the priority areas are to focus their time and money. Knowing where to look and what problems to prioritize, will lead to better morale and retention.

Our efforts are rewarded when these folks feel and see that management is working to “move the needle” by resolving the pain points that employees are experiencing.

Implementing regular employee engagement (or satisfaction) surveys is an advanced data-driven practice used by the best nonprofits to help executive leaders get clarity on how to direct their time and money to the right priorities.

TRUST the PROCESS…

Using my time-tested “200+ Question Selector Tool”, I have supported many Canadian nonprofit organizations to develop their own reusable, customized employee surveys.

Here’s what to expect:

  • I provide you with the Survey Selector Tool. You pick the questions, the rating scales, and where you want to add written comments or suggestions.
  • I setup and host the survey for you online, at no additional charge. Surveys that are externally facilitated, anonymous, and confidential get the best response rates.
  • You send out an email to all employees and embed the survey link that I provide.
  • We decide on incentives to encourage employees to complete the survey. These can be as simple as a $5.00 Tim Horton’s gift card or something bigger and more fun like team/program competitions for a pizza party if they achieve a 100% participation rate!
  • We set up a schedule of email reminders to boost return rates (by the way, we routinely get 90% to 100% response rates in the surveys we create).
  • You determine whether you just want to see the results as a pdf or ppt download (no analysis or summary report from me) OR if you would like the “full meal deal” with charts, comment summaries, data analysis and a comprehensive report with recommendations.
  • In future years, you have the option to repeat the survey on your own or with my assistance. You own your survey and can make any changes that you want.

I manage each project personally from start to finish. You will be involved every step of the way and you’ll be surprised how easy and simple the process will be. I will prepare a detailed written quote for your project so you know what all costs will be upfront.

Reach out to me by clicking the button below and filling out the form. I’ll be in touch to setup a complimentary no obligation phone or Zoom call to chat about your needs and timelines.

Reach out to Paula