Employee Engagement Survey

Here’s Why Your Employee Engagement Surveys Might Not Be Working

Organizations thrive on feedback and engagement. Be it from employees or customers, having processes for engaging them, actively listening to their feedback, and most important, acting on the feedback is the key to the growth of an organization. Employee Engagement Surveys, held periodically, have been the time and tested way to collect feedback. So much so, that they have turned to become a mundane tasks. Employees too have lost trust on these surveys. 

A Microsoft survey of more than 30,000 global workers showed that 41% of workers were considering quitting or changing professions this year. On the flipside of remote working, are the expectations set by organizations on the need to be productive and on the clock, every time and all the time resulting in burnout amongst employees. Quoting Microsoft study here –, “higher productivity is masking an exhausted workforce.”

Since work from home has become the new normal, employee voice has taken a hit. There is less of one to one conversation meaning more reliability on Employee Engagement Surveys to gather employee feedback. But how has that been working? Are surveys the right way to gain employee feedback? 

Here are some reasons why it is time to move away from mundane employee surveys and humanize our employee engagement initiatives:

  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.

As leaders, when surveys are not a hundred percent accurate and turnout is low, it becomes difficult to make decisions. How do we ensure that employees are filling up surveys honestly and consistently will depend on how we serve the surveys to them. When surveying is a task it becomes an extra responsibility. However, when the same survey is in the form of conversations, it becomes a part of the daily routine.

Conversational AI as we have talked about many times before is the future of HR technology and as a leader implementing it onto your workplace is how you build trust in the feedback mechanisms of your organization.

Conversational AI backed by machine learning offers an organization the freedom to eliminate the need to have initial one on one conversations with everybody. Instead, it replaces it with an intelligent digital personality that talks to employees to assess their needs and issues, and reports back to leadership with actionable insights. Thus, the leadership and HR teams can directly focus on solving the problem instead of tediously trying to identify the problem.

A conversational AI tool when integrated with your internal communication channel can talk to your employees. It can be programmed to offer virtual office tours, make new friends, clarify questions about company policies, apply for leaves, and much more. It therefore will act like the first friend your new employee makes and digitally help your employee meet their teammates and get off to a good start. It can further analyze responses and predict flight risks, identify employees facing burnout,  observe disengagement and report back to the leaders.

Welcome the Berry Revolution of HR Technology

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.

  • Anonymous Conversations: Configure and launch campaigns to get the pulse of the organization and have active, anonymous conversations with employees.                   
  • Drive Actions: Recommend and build actions that can be tracked. Drive accountable interactions in the channel of choice.   
  • Deep Dive: Deep dive into what’s working and what’s not for employees in your organization.                    
  • Collate Ideas: Distill ideas and improvement areas from employees quickly and get employees to vote on implementing ideas.           
  • Predict Attrition: Reduce attrition by knowing what is on the mind of your star performers and taking action quickly.
  • Always On: Engage with resources across the globe without being constrained by timelines. Access insights in the channel of choice.        

Berry therefore can redefine your employee experience by replacing surveys with conversations that are anonymous and predict the sentiment of the employee. Berry helps organziations to improve employee engagement. Creating a tool that helps your employees interact, its like gifting your employees a new friend.