It’s fairly commonplace to have employee engagement surveys that are sent out once or twice a year, but how much are you actually doing with the data? Even if you are taking regular or real-time pulse surveys, it’s important to have a strategy in place for how you plan to implement in response to the data.
So, how can we use the data gathered to achieve insight and inform a strategic wellness programme that is designed to keep staff healthy, happy and engaged?
Ask the right questions
Whether you are conducting pulse surveys, annual engagement surveys or in fact any other form of health screening then it is vital to make sure the right questions are being asked. When it comes to finding out about employee engagement, it is important to consider their mental and physical health. Questions regarding how they feel their job affects them, both mentally and physically, can highlight any potential red flags. If employees feel their desks and chairs are causing them damage then they might not raise the issue until it becomes a serious problem, at which point it is harder and more costly to deal with. Similarly, if medical screens are covering key markers of physical wellbeing then staff can raise any concerns they have. Again this can happen before such issues become more serious and quite possibly require sick leave.
Analysing data is crucial as it helps you to spot any trends, whether positive or negative. Such trends can help to shape your thinking when it comes to selecting wellness interventions. Looking at the most frequently used words and common complaints across the data feedback will allow you to highlight areas where staff need support. If you are able to cross-reference this across all departments and/or demographics, you can be a lot more precise with intervention needs. Particular trends to look out for are musculoskeletal problems, stress and mental health as well as communication issues.
Once you have highlighted the areas that require focus, it is important to get specific with the planned interventions. As mentioned in previous articles, a blanket approach will be ineffective. If communication from management is frequently raised as a common problem, a wellness day is not going to solve it. Team communication training and/or Executive Coaching would be two possible strategies to consider. If musculoskeletal issues are commonplace, DSE assessments, stand-sit desks and in-house/external classes are all worth considering. If stress is the keyword that is coming back from surveys, then mindfulness workshops, financial wellness training and even meditation classes are all viable options.
The key to success is iteration; you need to know how effective your chosen strategy is. When choosing any particular intervention, it is important to understand exactly what outcomes you are expecting to see. Whether it’s a reduction in musculoskeletal issues or a reduction in complaints of stress, you want to be able to measure change from one survey to the next. If the chosen intervention is not having the desired effect then don’t hang around… move on to the next strategy! It is also important to know other contributory factors regarding the programmes you put in place (such as participation levels) so that you can determine whether a particular service was ineffective or just under-utilised.
Are you trying to make sense of data gathered from engagement surveys or wondering what the best way is to keep staff healthy and performing? Get in touch with us for a no-obligation chat and see how we can take the stress away from your corporate wellness programme.