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Here at Surrey County Council we are looking to refresh our approach to employee engagement. Being a large organisation with a huge variety of roles, traditionally we have run an annual survey which all staff are asked to complete (mostly digitally, but we do have a lot of roles which are not computer based), and comprised of questions where most asked for a tick-box answer.
We are now looking to adopt a dual approach which alternates pulse surveys and focus groups. Each survey will take place every quarter and we will target 25% of the total workforce (with proportionate representation of our Directorates) so that no employee is asked to complete the survey more than once a year. We will run the focus-groups in-between each survey and these will be open to all.
We are taking this approach because an annual survey is no longer an effective form of engagement for us. Annual surveys are time consuming, generates a lag in results analysis, is always considered to run 'at the wrong time' and the results are shared as a 'big reveal' which becomes a static reputation for the year.
We envision quarterly surveys to allow us to be the satellites in the sky, constantly aware of how the workforce is feeling, whilst avoiding survey fatigue. The plan is to run the surveys for one year, review the questions, and then the updated question set will stay fixed for the next three-five years. This is to enable us to build a picture of trends by using a set of consistent and benchmark able questions.
Additional information: Is a Recurrent Procurement Type? : No
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