Q&A on employer surveys
Every year, our company does an employee survey. It’s divided into two parts - our feelings about our manager and our feelings about the organisation. The division and department managers are judged on how our ratings add up.
They says things like, 'My manager is accessible', and we have to give a rating between 0-5 (ranging from ‘strongly disagree’ with the statement to ‘strongly agree’). The questions are very ambiguous: What, after all, is 'accessible'? That someone's door is always open? How can it be when he manages 20 people and attends meetings all day!
When the results come out, the powers-that-be lean on the division heads to 'solve the problems', and the division heads say to the rank and file, 'Sort it out’. How can the employees sort it out when things like salary and recognition come from above? We end up wasting a lot of time trying to justify our supposedly anonymous surveys. Morale is already very bad because the company doesn't pay very well in a happening industry, and people keep leaving.
A lot of us tried boycotting the survey this year, and the resulting figures were even lower! Short of lying to give management the numbers they want, we can't work out what else to do.
Here are a few options:
1. If the survey is anonymous, you can be perfectly honest. When all else fails in a work situation, personal integrity can get you through.
2. If asked for your comments on a survey, give concrete suggestions on how things can be improved. Brief examples of how little things can be improved may prompt management to take steps in response. For example, you may say, 'There are too many meetings on Thursday which disrupts our work. We should consider limiting meetings to two a day so that we can meet our deadlines’. If there is an attempt to make a small change to the number of meetings on Thursday, then you know there is hope and it will prompt you to make more concrete suggestions in the future. This may lift morale a little. Over time, a lot of small changes can amount to a huge difference.
3. If you and others have offered concrete suggestions and your suggestions are not even acknowledged, it's time to look for a new job. There is a reason for high turnover in some companies. The most common reason is that employees are overworked and under appreciated. Pay is not necessarily the most important factor. So, if you find yourself fighting an uphill battle, you might consider quietly moving on. Why not? There is a shortage of skilled workers at the moment. In the meantime, keep your head down and smile until you find the next job.
4. If you are going to leave, leave on good terms. Don’t burn any bridges. It’s good for your career to keep in touch with colleagues and managers who may end up at other companies in the industry. Keeping in touch will help you find out more about new opportunities with companies that are easier and better to work for.
Live Q&A on Ask The Expert
Employment lawyer Rachel Lewis advises on your work-related issues
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