Mundane Employee Surveys OR Humane Conversations – What’s Your Pick for 2022?

For the last few decades, employee surveys have been, and to a large extent, continue to be the most common means to obtain employee feedback data. Understanding employee voices has been the primary concern for HR leaders across the globe, especially in the recent uncertain times. However, surveys have outgrown their purpose. They could tend to be impersonal, corporatish and most importantly cannot get real-time employee sentiments. With the advent of newer technologies in the Artificial Intelligence and Machine Learning domains, HR processes are in the cusp of a re-engineering phase. 

But first, let us, deep-dive, into why your current survey strategy and tools might not be giving the desired results and the need for a major upgrade. 

  1. Surveys require you to redirect to third-party applications for feedback every time the company wishes to get insights. A lot of employees do not click such links until and unless mandated by the organization. Hence the sample space reduces.
  2. Surveys are not dynamic. They cannot be customized as per individual responses and therefore offer a generalized version of the same set of questions to all the employees or specific teams alike. 
  3. No defined system to track responses and convert them to actionable insights for the leadership. For example, your current survey tool might not show you which employee is undergoing mental health issues.
  4. Surveys are periodic. They happen once a quarter or half-yearly depending on the policy of the organization. Hence no real-time feedback.

Surveys as we said before do not offer a holistic approach towards understanding employees and this is because they are not fundamentally designed to do so. What we need is to move to a solution that offers conversations instead of surveys. Now what is conversation and how is it different from surveys.

Conversations are dynamic. That is conversations can change their trajectory based upon the responses given by the employee. For example, if you wish to understand how your employees are feeling after a major roles re-shuffle, a survey would ask a set of questions and give you an output based on the responses. But a conversation tool will ask, listen and then ask the next question based upon the responses given by the employee. Just like a typical one-to-one conversation.  

Conversations can happen every day. That means you can monitor and initiate conversations with your employees to understand their feedback almost instantaneously. The same is not the case with surveys that are quarterly or half-yearly depending on the policy of the organization. Conversation hence offers all-around active listening to your employees that surveys cannot offer.

From an employer’s perspective, there has been a lot of debate over the great resignation lately. Employees are leaving their organizations like never before and owing to the popularity of hybrid and remote workspace, more and more jobs are being replaced more frequently. If an employee is being treated well, is listened to, and ensured that the needs for their development are met, they won’t leave. The problem starts with the lack of conversation and there comes the importance of initiating regular conversations with employees. Therefore, a conversation platform helps employers to understand their workforce better than ordinary survey platforms by offering better insights and more customizability thus offering a flexible solution to active listening.

How can Berryworks replace traditional surveys and cater to all your conversation needs?

Berryworks, a deep learning employee voice platform offers you the best insights just by talking to your employees. That is to say, Berry, our AI friend talks to employees on a daily basis right from the day they join the organization and takes care of all the employee queries until they exit. Sentiment analysis is the core of Berry and our wide range of templates and questions are carefully designed to extract any negative sentiment that might be present in your organization thus giving more space for opinions from everyone creating a bias-free workplace that is both inclusive and gives equal opportunities. And the best part is it gets integrated into your existing communication channel and starts analyzing the moment it gets the approval. This means that your employees will be able to answer questions and managers will be able to analyze responses without the need to go on third-party software.