The Truth About Employee Engagement Surveys

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Күн бұрын

Пікірлер: 16

@dreammix9430 6 ай бұрын

FYI from my experience as an employee, My Philosophy is never ever trust management. I've seen these surveys used against us so I always declined to take these types of surveys if I'm ever asked to fill one out. But hey that's just me.

@DavidBurkus 5 ай бұрын

I know a LOT of leaders who truly do use this survey to help improve their organization. But I also know of a lot of managers who feel these surveys are used to judge their performance and try to manipulate it accordingly.

@dreammix9430 5 ай бұрын

hence my rule to never trust management... just like never trust HR

@chrisspezowka8417 Ай бұрын

You’re absolutely right on not trusting HR or management. I used to have aspirations at my company and now no one wants to do anything. We are in the quiet quitting era and it’s not engaging at all.

@ricsip Ай бұрын

The large company I work for has perfected an evil defense for Every. Single. Pain. Point regarding of these surveys. The survey is anonymous (at least we believe they say it is), but the survey link in the email is unique per person. Therefore even though the answers cannot be directly traced back to Joe Dumber, the summaries are broken down to the team-level (usually a max. of 15-20 person per team). So if Joe was the one who wrote nasty things, his manager will recognize it was him. So much about that anonimity. If you dont fill in the survey, the per-team breakdown will identify your team, where somebody "wasnt engaged enough" to fill in the survey. Remember, any participation ratio below 100% is a wrong value and unacceptable. The upper mgmt is dying (unfortunately only figuratively, not literally) to improve it. Therefore the whole team is punished with some mandatory training. If you complain too much in the survey, upper mgmt doesnt want to hear about problems, they want to see perfect 100% superness results. Therefore your whole team will be punished with orientation and engagement-i.provement trainings for a whole year. Trust me, I have beem there, seen it with my own eyes, felt with my very own nerves. Anybody works at a more shittier sinister fascists place than myself?

@chrisspezowka8417 Ай бұрын

We did a survey, management said we had a bad score and I got in trouble for asking too many questions and voicing my opinions. Way to go Fortis.

@DavidBurkus Ай бұрын

Ouch.

@acdude5266 5 ай бұрын

I worked for a homeland security lab in NJ, witnessing and experiencing myself abuse of some independently thinking employees by management as well as the abuse of quality and statistical science. After the annual employee surveys at both the homeland security lab and its former aviation organization across the street, managers would hold postmortem meetings to identify low scorers and attempt to intimidate them. Apart from contaminating the survey, the survey itself and managerial "analysis" of the results were also problematic. And, the remedies were designed to fail when the management tried to gaslight staff and redirect attention to trivial mattress, as opposed to taking some accountability for their mismanagement and politicking to reinforce and protect their positions. They were deluded, unwilling to accept responsibility for their own failures, opting for a gaslit interpretation and fun and games fixes. No chance at reform when those who need to reform are controlling and unwilling to break their addictive thinking so damaging to the missions.

@DavidBurkus 5 ай бұрын

As shocking as this is...it's more shocking that it's common in a lot of organizations.

@cidolfas86 6 ай бұрын

I really enjoy and engage with your content David. There is a lot of wisdom here that I build on in my own work trying to help organizations collaborate on, and nurture their future. Here in Scandinavia I find that the corporate leadership tends to be... Well I will not say they share my thoughts 1 to 1, but some do listen, they try to understand and try to bounce ideas with me, other leaders, managers, etc. Most of them at the very minimum try (to take their time and go into the granularity of data) to find out why someone (teams/groups) in the company face adversity, and struggle to perform, while others do not. However, I do feel that in many global cultures (this seems to be very much the case in the US from my experience), leaders just look at the numbers, they cut off that branch without a second thought beyond a profitable bottom line, and move on. 10, 100, 1000 employees gone, and in my opinion none are wiser, it is just misery. Personally, I really hope more will take a step back and look at a wider scope, use the wisdom in videos like this and try to better understand... Oh well, this is just one person's ramblings.

@DavidBurkus 6 ай бұрын

Good ramblings though and I agree.