Requiring employees to complete an annual employee engagement survey is a growing trend. Companies have figured out that retention increases when staffers feel like their voices are heard.

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Why Tell The Truth On
Employee Engagement Survey
Requiring employees to complete an annual employee engagement survey is a
growing trend. Companies have figured out that retention increases when
staffers feel like their voices are heard. These questionnaires are typically
anonymous. This is your chance, as an employee, to provide honest feedback.
Answering questions honestly gives leaders an opportunity to address issues
they would not know about any other way. Take advantage of this opportunity
to drive change in your organization. Be professional in your responses, yet
candid. This applies to both positive and constructive feedback about your
employer.
A good survey will cover several areas, such as environment, communication,
benefits, and how the company addresses the quality and quantity balance. It is
important to recognize that not all people will be pleased all of the time. There
are some things that are beyond leadership's control. For example, climate
control in an office building is a complicated task. Issues such as this can be
dealt with personally by dressing in layers. However, if cleanliness of your
workspace or break room is becoming a health hazard, that is worth addressing
in this forum.
Communication issues can arise between staff and management, or between
departments. Be sure when responding or commenting on this area, that you are
clear as to what your feedback refers to. You wouldn't want managers
addressing a problem that does not even exist when the breakdown is between
one department and another.
As for benefits, this is a hot button issue across the board. Of course everyone
wants better pay and better benefits. Consider your entire benefit package as
your pay. Paid time off, retirement plans, flexible spending accounts, are all part
of the expenses paid to you to retain your employment. Research the benefits
and pay of others in your job title in your area. If your overall package is within

2. ten percent of what other companies are paying, it is best to leave this topic
alone. Work with your direct supervisor during performance reviews to request
pay increase.
Everyone, personally and professionally, has to balance quality and quantity.
How individuals and company handle this juggling act is what counts. If your
team lead encourages you to cut corners in order to increase production or meet
tight deadlines that should be communicated via this survey. If you have ideas
for how to increase production while maintaining quality targets, this may be a
good time to share those.
This is your golden opportunity to be heard. Do not give up this chance to make
a difference in how things work where you work. Be honest and give
constructive feedback on your employee engagement survey.
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