Was wir von Bergsteigern über Mitarbeiterbefragungen lernen können

Are my employees still with me, on the set path and still motivated? Employee surveys are like the mountain guide’s glance over his shoulder on the other mountaineers. But how can this help in climbing the mountain and mastering challenges? How can employee surveys pave the way?

 

1. The right basis or: Why employee surveys are important

The basic idea of every employee survey is that a business counts as a whole. Asking an employee for ideas, thoughts and feedback gives that employee a place in the joint endeavour that is a business. Whether you look at a football team, a student group or some community of fate: Who ever experienced following a shared goal as part of a team knows, how meaningful and motivating such an experience can be. The glance of the shoulder means primarily: “This thing is not just about me and my path – it is about us.” An employee survey makes the single person count as part of a bigger picture.

 

2. The right questions or: What employee surveys are meant to achieve

There’s a saying: “Two heads are better than one.” The bigger the group, the larger the number of heads, of perspectives, of possible solutions. That is why the ideal mountain guide does not only watch out for discontent and decreasing motivation. He keeps his ears open and stays within hearing range. This way he can notice proceedings and take hints – and prevent nasty surprises. No one wants to realize too late that he has been fighting his way through the snow all alone for the last few kilometers. Equally, it is essential for employee surveys to not just ask for yes-/no-answers regarding general satisfaction. You need qualitative feedback and questions that are actually relevant.

 

3. The right dose or: How often should I conduct a survey?

Humans are individualists with collective character traits. According to social psychologists, human beings are 90% chimpanzee and 10% bee. 90% loner and busy with individual projects, 10% part of a herd and interested in the continued existence of the group. This means that collective work always needs to keep a balance of group feeling and individuality.

A mountain guide glances back regularly and stays within hearing range. But he does not supervise and control, does not keep people from doing their work and lets everyone have their space to deal with challenges.

In places undergoing many changes, you need many surveys, many glances back. Especially today, in times of continuous transformation, it is essential to keep a close connection to your employees through employee surveys, without annoying them with too many questions. Using teambay, you can keep this balance by asking weekly questions that can be answered in only a few minutes. A short and genuine look at the people you want to climb the next mountain with.