Why Outsourcing A Survey Platform Might Prove Beneficial To Your Organization?

The culture of employee surveys is being carried forward through centuries. While the policy of "customer first" had been dominating the market ever since now companies have modified this by elevating the "people culture" consisting of employees and customers both. Employee Surveys and feedback mechanisms are tools of choice and an integral part of listening to your employees and making sure that the employees are engaged.

Despite widespread adoption, following survey statistics raise important questions regarding their overall efficacy.

  1. 1. 30% is the average response rate despite all the costs and efforts to administer employee surveys
  2. 2. 20% is the abandonment rate for surveys that take more than 7-8 minutes to complete
  3. 3. 29% of employees thought they were pointless
  4. 4. Only 1/5 believe their manager would act on what came up in the survey
  5. 5. 25% of managers view surveys as a "tick-box" exercise
  6. 6. 52% of senior managers felt it provided a very accurate assessment; 48% of employees felt the surveys did not provide an accurate assessment

Organizations use between in-house deployed surveys, standard online survey tools, and custom surveys designed by experts. Based on our experience of over a decade in survey design and deployment, here are some of the reasons attributable to the dismal results for in-house as well as standard online tools and why a lot of organizations are trusting experts to manage such an important organizational initiative.

1. Lack of internal expertise and experience in designing and executing the surveys
Survey design is not as simple as writing questions, making employees fill them up, and management takes action on it. Survey design is a science and if not done properly, it can lead to dismal results as we can see above.
Perhaps the most critical part of the survey design process is the creation of questions that accurately measure the opinions, experiences and behaviors of the employees. Pre-testing and random sampling will not be useful if the responses gathered are built on a weak foundation of ambiguous or biased questions. Creating good surveys involves both writing good questions and organizing them to form the questionnaire.
Writing good questions starts with a big decision that affects how people answer questions whether the question is an open-ended question or a closed-ended question. Next, the choice of words and language in a question is also critical in expressing the real intent of the question to the employees and ensuring that all employees interpret the question in the same manner.
The third is to decide how these questions are ordered in a questionnaire. Research has shown that the sequence in which questions are asked can have an impact on how people respond. The previous questions can unintentionally influence and provide context for follow-up questions.
The fourth variable is to decide the rating scale of the responses that you receive. The choice of rating scales will ensure the value you are able to get out of the survey.
It is clearly demonstrated that there is a lot of science involved in crafting a good survey questionnaire. More often than not, these skills are not available in-house or when someone is using a standard online platform with no one to guide them on the science of survey and questionnaire design.

2. Lack of technological expertise
While a lot of online commercially available survey platforms, solve this to an extent but a lot of in-house developed survey platforms depend on freely available forms and question design tools. These tools though offer a good starting point but they often lack the capability to customize or manage analytics. Rolling out large enterprise-wide surveys and any-time any-where mobile access is also a challenge many a time.
Dedicated survey providers often have platforms that can be customized to meet your specific requirements and they have the expertise to roll it out in the fastest possible time frames.

3. Lack of customized data analysis to take corrective decisions
Though a lot of platforms allows data to be exported, the nuances of using the data analysis to take action on the feedback are very important. In-house teams often lack dedicated analytics capabilities within the HR department to get the visible and the hidden trends and take actions. Being dependent on internal IT teams to analyze the data often leads to inadvertent delays. Also, being internal there are chances of unintentional bias to creep in while analyzing data. The most obvious bias may come across as a certain pattern of thinking, leading us to believe things that we think are true or would want to be true in the organization.
Data science and analytics is a specialized field and the third-party organizations have specialized teams available to analyze the data and offer rich insights in a timely manner. An unbiased third-party provider may give honest feedback for people, processes and practices in the organization.

4. Lack of help-desk
A lot of the bandwidth of HR teams is wasted in managing the administrative side of surveys. They are already hard-pressed for time and this seems like an additional responsibility.
Some of the prominent third-party vendors like Armezo have the ability to independently execute the end-to-end surveys, including customized-and-automated process flow, questionnaire design, handling database seamlessly, conducting surveys, managing helpdesk, and analyzing data. Therefore, ensuring that HR teams don't spend their precious time on administrative activities of surveys.
Surveys are the best way to judge the pulse of any organization. With an appropriate amalgamation of technology and best practices, custom surveys can come up with a survey solution that helps in collecting the actual insights of the employees of the organization. Surveys should be informative, intelligent and comprehensive of every activity affecting the organization. Thus, all of this might fall out of the scope of HR, but an outsourced expert survey provider may help HR leaders to drive successful surveys to improve efficiency, satisfaction and performance in diverse workforces.