{"id":6698,"date":"2020-03-31T08:37:00","date_gmt":"2020-03-31T15:37:00","guid":{"rendered":"https:\/\/bwblogdev.wpengine.com\/the-importance-of-employee-surveys-during-a-major-change-event\/"},"modified":"2022-12-22T02:58:28","modified_gmt":"2022-12-22T10:58:28","slug":"the-importance-of-employee-surveys-during-a-major-change-event","status":"publish","type":"post","link":"https:\/\/www.betterworks.com\/magazine\/the-importance-of-employee-surveys-during-a-major-change-event\/","title":{"rendered":"The Importance of Employee Surveys During a Major Change Event"},"content":{"rendered":"<p>That old saying, \u201cthe only constant in life is change,\u201d might be 2,500 years old, but it\u2019s just as relevant today as it was millennia ago. It\u2019s not just people that change, however. Organizations are continually evolving to meet the demands of a dynamic marketplace, because the moment they stop adapting, the competition passes them by.<\/p>\n<p><!--more--><\/p>\n<p>But that consistent change \u2013 whether from mergers and acquisitions (M&amp;A), new leadership, restructuring, layoffs, or virtually anything else \u2013 has an immediate and lasting effect on a company\u2019s people. That\u2019s why it\u2019s so important to maintain a pulse on your employees during a major change event, making employee surveys an invaluable tool. We\u2019re going to examine the importance of surveying your people during such times, exploring topics like:<\/p>\n<ul>\n<li>Common myths &amp; objections to overcome<\/li>\n<li>Feedback during a merger or acquisition<\/li>\n<li>Survey best practices during change events<\/li>\n<\/ul>\n<p>Your employees are your greatest asset, so it only makes sense to use <a href=\"https:\/\/www.betterworks.com\/comparing-the-best-employee-engagement-survey-software\/\">employee engagement survey software<\/a> throughout a change cycle to maintain a constant pulse on them.<\/p>\n<h2>Common Feedback Myths &amp; Objections<\/h2>\n<p>We understand what it\u2019s like to go through a major change, having worked with several companies that have merged, acquired another, or restructured their organization. In fact, we\u2019ve even <a href=\"https:\/\/www.betterworks.com\/the-importance-of-employee-surveys-during-a-major-change-event\/\">been through it ourselves<\/a>.<\/p>\n<p>In other words, we get that it\u2019s only natural to put what might seem secondary during these events \u2013 employee feedback &amp; engagement \u2013 temporarily on the back burner as there\u2019s seemingly more important things to address. However, despite what your jam-packed schedule and growing to-do list might indicate, feedback should be front-and-center throughout the process.<\/p>\n<p>To that point, there are a couple of common myths and objections to using feedback during major change<\/p>\n<h3><strong style=\"background-color: transparent;\">1. HR can\u2019t absorb the workload<\/strong><\/h3>\n<p>This contention really only holds water if you\u2019re using outdated employee engagement software. The better feedback solutions automate the majority \u2013 if not all \u2013 of the tasks involved in conducting, collecting, and analyzing feedback data.<\/p>\n<p>Granted, perhaps a significant change event isn\u2019t the best time to undertake a new, large engagement initiative, at least if you\u2019re new to employee engagement strategies. However, it\u2019s inaccurate to say that feedback surveys will inevitably increase HR or management\u2019s workload. Remember, smaller efforts like pulse surveys and polls can be instrumental in measuring employee satisfaction and engagement during change.<\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"alignnone\" style=\"width: 1000px;\" src=\"https:\/\/cdn2.hubspot.net\/hubfs\/2242239\/Hyphen_InternalGFX_1000x000_a-1.png\" alt=\"Capable Software\" width=\"1000\" height=\"246\"><\/p>\n<p>Still, since change isn\u2019t always predictable, it just further speaks to the importance of <a href=\"https:\/\/www.betterworks.com\/comparing-the-best-employee-engagement-survey-software\/\">choosing capable software<\/a> in the first place. That way, no matter how large or sweeping a change event might be, you\u2019ll always have the tools you need to maintain an accurate, real-time pulse on your people without extending HR.<\/p>\n<h3><strong style=\"background-color: transparent;\">2. Things are so uncertain right now; we don\u2019t have the capacity to take action.<\/strong><\/h3>\n<p>Maybe it\u2019s not so much the increased workload that concerns you but the inability to take action. As we\u2019ve <a href=\"https:\/\/www.betterworks.com\/employee-feedback-foundation-to-a-better-employee-experience\/\">previously written<\/a>, taking action on feedback is critical to an engagement strategy\u2019s success. If employees don\u2019t see positive responses from the surveys and polls, then they\u2019ll lose interest in them at some point, maybe even stop participating altogether.<\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"alignnone\" style=\"width: 1000px;\" src=\"https:\/\/cdn2.hubspot.net\/hubfs\/2242239\/Hyphen_InternalGFX_1000x000_b-1.png\" alt=\"Action on Feedback\" width=\"1000\" height=\"246\"><\/p>\n<p>Feedback doesn\u2019t just speak to massive, complicated pain points in your organization that require a lot of time and effort to correct. It also reveals smaller issues that are extremely easy and fast to address. From the breakfast cereal in the breakroom to the dress code on Casual Fridays, there are plenty of quick wins that can go a long way to <a href=\"https:\/\/www.betterworks.com\/guaranteed-factors-boost-employee-morale-hyphen\/\">boost morale<\/a> during a round of cutbacks, an acquisition by another company, or a change in leadership.<\/p>\n<h2>Feedback During a Merger or Acquisition<\/h2>\n<p>A business combination of any sort is inherently full of change. One company might completely disappear \u2013 at least in name \u2013 or an entirely new organization might form. The point is, change is synonymous with M&amp;A.<\/p>\n<p>But while both of the previous objections are common during these events, employee feedback and year-end surveys are a tremendous opportunity to measure sentiment at a time when your people might be nervous and confused. If you\u2019re acquiring another organization, then the employees of that target company are undoubtedly worried about what the transaction means for their jobs, livelihoods, families, and careers. After a business combination, <a href=\"https:\/\/hbr.org\/2017\/03\/surviving-ma\">30% of employees<\/a> are deemed redundant, so their fears are usually well-founded.<\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"alignnone\" style=\"width: 1000px;\" src=\"https:\/\/cdn2.hubspot.net\/hubfs\/2242239\/Hyphen_InternalGFX_1000x000_c-1.png\" alt=\"Business Combinations\" width=\"1000\" height=\"246\"><\/p>\n<p>Therefore, conducting a brief <a href=\"https:\/\/www.betterworks.com\/collecting-employee-feedback-from-new-hires-during-onboarding\/\">onboarding survey<\/a> with the new employees will give you a valuable benchmark to measure success by. From there, additional surveys at the three and six-month marks will let you gauge your progress, identify areas to improve and change course if needed. Without that feedback, you simply have no way of measuring how the integration is progressing.<\/p>\n<p>If there are significant pain points or red flags that you miss because of a lack of people data, then you\u2019re jeopardizing the success of the merger or acquisition. Remember, your people are your primary growth and innovation drivers. A fractured workforce severely limits your ability to leverage those traits.<\/p>\n<p>With just <a href=\"https:\/\/news.gallup.com\/businessjournal\/166667\/five-ways-improve-employee-engagement.aspx\">33% of the average workforce<\/a> engaged at any given time, the stress of a major change can only damage those already depressed engagement levels. In that respect, think of engagement surveys as a small investment of time that can pay massive dividends down the road.<\/p>\n<h2>Best Practices During a Change Event<\/h2>\n<p>Other than those we\u2019ve already discussed, there are a few other best practices to consider for leveraging feedback during a significant change event.<\/p>\n<h3>Use Sentiment Analysis<\/h3>\n<p>We already mentioned the importance of choosing the right software for your engagement strategy. Extending that notion, a platform that uses <a href=\"https:\/\/www.betterworks.com\/drive-smarter-insights-from-employee-feedback-with-machine-learning-nlp\/\">natural language processing and machine learning<\/a> will let you quickly and accurately measure employee sentiment and other qualitative data. This sentiment analysis will reveal nuanced information like emotion, which, just by human nature, is front-and-center during a change event.<\/p>\n<h3>Integrate Shorter Pulse Surveys &amp; Polls<\/h3>\n<p>Feedback isn\u2019t just about longer-form surveys. Pulse surveys with three to five Likert scale questions and single-question polls can be powerful tools that don\u2019t require much time or effort. They are also helpful in tracking a particular trend over time to measure progress toward a goal and <a href=\"https:\/\/www.betterworks.com\/drive-smarter-insights-from-employee-feedback-with-machine-learning-nlp\/\">provide smarter insights<\/a>.<\/p>\n<h3>Rely on Analytics to Save Time<\/h3>\n<p>Rather than sifting through feedback responses to identify issues, use an analytics platform that automates the entire process for you. Although not integrated into every engagement solution, the ones with such analytics can categorize your data and even recommend <a href=\"https:\/\/www.betterworks.com\/employee-action-plan-examples-to-jumpstart-your-engagement-strategy\/\">action plans<\/a>. This approach saves you time, resources, and frustration while still allowing you to take decisive action.<\/p>\n<p>Instead of a hindrance, companies should look at employee surveys as a beneficial tool during change. M&amp;A, restructuring, layoffs, an IPO, leadership changes \u2013 they all put additional stress on your people and can affect productivity, engagement, culture, and other vital areas. Highly engaged employees outperform their peers by 147%, so if the change event is market-related, it\u2019s obviously in your best interest to maintain as high of engagement levels as possible.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>That old saying, \u201cthe only constant in life is change,\u201d might be 2,500 years old, but it\u2019s just as relevant today as it was millennia ago. It\u2019s not just people that change, however. Organizations are continually evolving to meet the demands of a dynamic marketplace, because the moment they stop adapting, the competition passes them [&hellip;]<\/p>\n","protected":false},"author":45,"featured_media":78319,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_et_pb_use_builder":"","_et_pb_old_content":"","_et_gb_content_width":"","content-type":"","inline_featured_image":false,"footnotes":""},"categories":[236],"tags":[],"featured_location":[],"industry":[],"class_list":["post-6698","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-employee-engagement"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v18.1 (Yoast SEO v23.9) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>The Importance of Employee Surveys During a Major Change Event<\/title>\n<meta name=\"description\" content=\"Examine why employee 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