Can Increasing Employee Survey Response Rates Hold Managers Accountable For Decisions?

Survey Response Rates

When you are running a business, the simple fact is that the majority of the hard work will end up in the laps of the people who are doing day-to-day tasks and keeping the company running smoothly. 

This can sometimes mean that higher-ups and managers at the office can find ways to slack off, shrug off responsibilities, and basically not do the work that they were expected to take care of when they were either brought in or promoted to the higher-up position.

So how can you make sure that your managers and higher-ups are doing everything that they can to keep the company thriving? Learn more to know the best ways to increase employee survey response rates.

But what are employee surveys and how can they help maintain the accountability of your management team? Keep reading to find out! 

What Are Employee Surveys?

Chances are good that you already are quite familiar with employee surveys, but we thought that we would cover them quickly before moving on. Essentially, employee surveys are written surveys that allow employees to offer feedback on the company and how things run in the day-to-day, as well as the long-term vision of the company.

They can be either anonymous or you employees can include their names if they feel they want their input to be tied to them and their position. 

When it comes to surveys, companies must look to get the highest response rate possible. This means that you are having as many of your employees answer the survey.

The reason why this is crucial is that you want to be sure that the answers you are receiving represent the majority of your employees. If you are only getting responses from the minority, you will have no idea how the majority feels! 

How It Keeps Managers And Higher-Ups Accountable

When it comes to keeping managers and higher-ups accountable, surveys can be incredibly useful as it represents a time in which your employees and you can have direct contact without managers acting as the middlemen.

Especially if the surveys are anonymous, employees will be able to feel comfortable airing grievances that they have about specific managers or the management team in general without having to worry about the security of their jobs.

It can often be hard to figure out whether or not the management team is really succeeding in meeting their goals, and this is a great way to keep them accountable. 

Moreover, managers who know that employee surveys will be conducted intermittently will certainly feel a great responsibility to stay on task and not slack off.

If they know that their jobs will eventually be reviewed by the people below them, they will make sure to treat everyone with respect and help contribute to the company as best they can to make sure that they are reflected upon positively in any survey in the future.

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