What do you think will get people’s attention more? Really low engagement scores, or a really low participation rate? I’m thinking a really low participation rate. Execs seem to care more about that than actual survey results.
7 replies (most recent on top)
@as you can’t be forced to take the survey. If they threaten any disciplinary action for not taking the survey, and you can prove it, they would be the ones to face disciplinary action. You should report it to HR immediately. Furthermore, the survey is anonymous. They wouldn’t be able to enforce any disciplinary actions because they would have no idea who took the survey and who didn’t. So stop taking it and sc--wing everything up for the rest of us who actually take this seriously
@as How exactly are you forced?
Do not answer them. No good has ever come from it. Like someone else said, even participating is looked at positively.
D-mb to fill these out. It’s a loyalty tool for mid management. Why can’t a ceo see that market presidents and RPs are not good for business? They spend all their time protecting their jobs and no time generating business.
Our group is forced to answer these ‘surveys’ so I just mark excellent on everything because I know they read them and nothing is going to change regardless. Nobody cares.
Both response rate and aggregate score across the LOBs are considered. Change or consideration of effectiveness comes about from the responses. Engagement level is indicated by number of responses.
Its been said a bunch on this forum but worth repeating: A response to these surveys even if extremely negative is considered a net positive by exec leadership. This is basics from corp consulting playbook. If employees respond at all, its a sign that they are engaged, care and believe they will be heard. Your "Strongly Disagree" responses and free form feedback about how sc--wed up things are do not register.