HR Heroes and Business Buffs!

Let’s get real for a moment. Almost 70% of the North West workforce believes that employee surveys are a total flop. They think surveys are just a waste of time and never really capture the true pulse of what’s happening inside a business. If you’re nodding along, it might be time for a fresh approach! 🚀

But fear not! I’m here to shake things up with surveys that actually make a difference. Here’s a breakdown of how I do things differently:

1. Survey Questions That Pack a Punch! 💥

Forget cookie-cutter questions that don’t get to the heart of the matter. If you’re asking the same old questions or using someone else’s tired templates, you’re missing out. My surveys are designed to dive deep, using ‘Listening Groups’ that capture real feedback in your own language. Ready for some honest, actionable insights? I’m not afraid to rock the boat!

2. Reports That Tell a Story! 📊

Say goodbye to boring tables and graphs. My reports are visual treats—think infographics that tell a compelling story! Or we’ll show you how to ‘Understand Your Results’ and you should have your HR Director do a face-to-camera piece (or for me if you prefer). Transparency is key and sharing your survey results everywhere from AGMs to the canteen. It takes guts but it will make a huge difference. Make those results count!

3. Break the Cycle with Effective Communication! 🔄

Henry Ford once said, “If You Always Do What You’ve Always Done, You’ll Always Get What You’ve Always Got.” If you want better survey responses, don’t stick to the same old communication strategies. I advocate for clear, engaging communication about the survey’s purpose, how it works, and how employees can get involved. Show them what’s in it for them!

4. Local and Proud! 🌍

A North West company for North West companies! Local connections matter. Don’t just conduct a survey—make it meaningful for your leaders, workers, and customers. A survey should reflect the values and needs of your community. Let’s make it count!

5. Be on Their Side, Not on a Witch Hunt! 🕵️‍♀️

Surveys should never feel like a setup. If employees feel like they’re being scrutinized or judged, they’re going to give you token answers at best. If you’ve heard, “Quick, look busy—HR is coming!” or, “If you don’t answer positively, they’ll fire you!”—that’s a screaming red flag. Surveys should be about genuine feedback and improvement, not fear and intimidation.

6. Partner with an Expert (It’s Worth It!) 💡

I get it—cost is always a consideration. But remember, you get what you pay for. Investing in a good survey process is crucial. I recently heard from an HR Director who couldn’t get budget approval, only to see on LinkedIn that the leadership team had gone on a 2-day trip, which included a training and expo day. Priorities matter! Listening to your staff is just as important, if not more so.

So, HR professionals and business leaders—how do these ideas resonate with you? Ready to revolutionise your surveys and make them a powerful tool for positive change? Let’s chat and make it happen!

Cheers to even better workplaces! 🌟