Over the last few months, we have been working with a number of clients, reviewing the results of their employee surveys. The survey asked all employees to comment on eight critical areas for any business:
Wellbeing; Communication; Role Clarity; Leadership; Business Direction; Culture; Flexibility; Business Direction.
The organisations who participated come from a variety of industry sectors including manufacturing and professional services they have achieved between 78% and 100% participation levels, clearly their employees want their voices to be heard. So there is a strong chance that yours do too.
We have combined the responses from each organisation to look for interesting trends, identifying key issues that might be useful for employers to review within their own organisation. Over the next few weeks, I want to share some of the key findings from the amalgamated surveys.
Firstly let’s focus on Role Clarity.
Anecdotally, many of our customers are telling us that they will have different expectations from their employees as they move forward, requiring more flexibility in their role, learning new skills and adding value in different ways than in the past. Our amalgamated survey information demonstrates an interesting correlation with that view.
We found that 90% of employees believe that their role and workload might change BUT 30% of employees don’t know what will be expected of them going forward. That means that one-third of employees are in that place of knowing that change is coming but not understanding what that means for them. Concerning for them and their organisation! In the absence of facts, people may fear the worst, especially during a global pandemic.
What does this mean for us as employers and leaders and what do we need to do about it? Well, further investigation is required. Starting with questions for you to consider:
- What will our organisation look and feel like in the future?
- Where will our people work?
- Which roles will disappear or change or evolve?
- How can we skill ourselves up for these changes, what new things do we need to learn, old habits forgotten?
- How do we get everyone engaged in moving forward?
- How do we communicate this to our teams, making their role in it clear and specific?
What the survey results show is that employees already know that their roles/workload will change in fact they are expecting it. It will therefore come as no surprise when things do change. This is a great opportunity for everyone in the business to reset and realign expectations if everyone already believes change will happen, then are already over the hurdle of accepting that change.
What is also apparent is that our teams need to know what their future role might be it doesn’t need to be uber detailed, and given the global situation it might change again quickly, but working in a vacuum breeds more uncertainty, demotivation and fear. Human beings like certainty, so (even if only looking at the short term) discuss with them what they need to focus on going forward, and what to leave behind.
Why not ask the teams to get engaged in the solution, help drive the change, come up with ideas and get involved in planning the steps to take your business towards your goals, this brings higher levels of engagement in whatever the solution is.
If you would like us to work with you on an employee survey or other leadership/change intervention then you can contact us here or talk to our team directly
firstname.lastname@example.org | 07788 421 253
email@example.com | 07970 586 076