Obtaining Feedback

A few months ago one of our favorite bloggers, Sharlyn Lauby the HR Bartender wrote a post about designing onboarding interventions for new hires using Readex Research’s Action Alert Tool. In her article, Lauby also discusses how surveys can be used to create conversations and support new hires. This is done through Onboarding Check-ins which are meant to ask for feedback, show that the company cares, and prevent potential misunderstandings.

A fantastic way to get this data is with Readex’s Action Alert Tool. This valuable tool will help you gain a way to contact and reach out to your survey takers if you have any questions or concerns about their feedback.

To learn more about Readex’s Action Alert Tool click on the following link.

One difficulty of feedback is that sometimes it is difficult for it to be actionable when it is anonymous.

This problem can be tricky to solve. However, Readex CEO Jack Semler has three suggestions to help address the issue.

1. DON’T say the survey is confidential.

In an employee survey where you’d like to follow-up on issues that a survey respondent identified, indicate somewhere in the survey that it is not confidential. Even if the survey will be confidential, it’s probably a good practice to make a notation somewhere on the survey indicating that the results will be in aggregate.

2. DO ask for contact information.

Ask your employees if they want to receive a follow-up and then give them the option to offer their contact information (phone or email).

3. DO commit to responding in a timely fashion.

One of the most annoying things about taking a survey is when you ask for some form of follow-up and no one responds or comes through. Don’t put your survey takers through this!

Listed below are some further helpful posts on employee engagement and retention research from HR Bartender!

New Hire Onboarding: Take a Pulse to Increase Employee Retention

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