How to Maximise Participation
By encouraging employees to take part and have their say, you’ll benefit from more robust feedback and they’ll feel invested in the feedback process.
Prior To WorkBuzz Going Live
Before providing feedback, employees typically have two concerns:
- Is the survey really confidential?
- Will the company listen to and act on my feedback?
The below FAQs will help you communicate WorkBuzz and maximise their buy-in:
- What is the purpose of WorkBuzz?
Our goal is to improve our company culture, proactively address your daily challenges and become a better place to work.
- Why should I participate – what’s in it for me?
Your views and suggestions will help us better prioritise our resources and become a better place to work. By taking part, you have a chance to have your say and influence this.
- Is my feedback confidential?
Absolutely – we cannot view your individual answers because WorkBuzz merges these with your colleagues. You can read more about how WorkBuzz protects your confidentiality here.
- How will I be asked to complete the survey?
For employees with email, you’ll receive a short email from WorkBuzz inviting you to take part and have your say.
For employees without email, you’ll be given a ‘Kiosk’ code to access the survey from a shared computer or using your smart phone. This helps ensure nobody completes the survey twice. WorkBuzz also keeps your feedback confidential, so nobody in our organisation can identify you.
- What will my manager see?
Managers cannot view responses from individuals, but receive an online report summarising feedback from teams of 5 or more people. This will highlight how your team compares against the wider organisation and track trends over time. If fewer than five people are invited to complete the survey, your feedback will be included in your department results.
During A WorkBuzz Pulse
Encourage employees to take part and have their say – remember, it’s not compulsory to take part, but emphasise how you’re committed to listening and acting on their feedback. In operational teams, ensuring your colleagues have time allocated to complete the survey can help ensure they have the opportunity to have their say.
Following A WorkBuzz Pulse
To build trust with employees, promptly share the summary of their feedback. Encourage managers to take opportunities to do the same with team/department level feedback - ideally face-to-face and involve employees in acting on this.
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