/ / 5 major survey mistakes to avoid

5 major survey mistakes to avoid

Whether you’re receiving feedback through staff and employee surveys, stakeholder and customer surveys or 360 degree feedback, they all have one thing in common – the feedback you gain from them is crucial to your business!

Feedback is important to your business as it enables you to gain a greater understanding of your organisational strengths, opportunities and problem areas. By gaining this understanding, leaders are able to make more informed, effective decisions and developmental changes.

However, there are 5 major survey mistakes you must avoid when receiving feedback to ensure that it leads to enhanced individual and organizational performance.

The 5 major survey mistakes to avoid are:

1. Poor Senior Leadership Engagement

It is important that you’re senior leaders are involved when implementing feedback initiatives to ensure survey success.

2. Failing to create the context for feedback

By creating the right context for feedback, it ensures that respondents remain engaged throughout the process to ensure valid results.

3. Weak survey design

To ensure valid results, you must carefully consider the questions asked, as well as those not asked, to ensure good quality feedback.

4. Ineffective post-survey communication

If you don’t effectively communicate feedback results to participants, it stops them from being able to make productive changes in the workplace.

5. Lack of follow-through action

If you don’t ensure follow-through actions after receiving feedback, your time and resources used to gather that feedback has been wasted.

In the next few blog posts, we will be looking at each of the 5 major survey mistakes to avoid in further detail, to ensure you don’t fall victim to them when completing your business feedback.

Full Circle Feedback

About the Author: Fiona Lang

Fiona Lang
Fiona Lang is an experienced human resources consultant, line manager and financial controller. She has designed and delivered feedback, training and development programs for organisations in the government, non-profit and corporate sectors. She has worked across Australia in management positions for ANZ bank, Citibank and the National Australia Bank Group. She holds a B.A. (Psychology) and Dip.FP.

Free report

Creating a feedback culture