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Leighton (JRA)
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We've got a lot of organisations out there running surveys with JRA, and some seem to be struggling to get their response rate up. Has anyone got any good suggestions as to how this can be done? I'm thinking of encouragement, incentives, internal marketing, "survey day", employee harassment... What works?
*** Edited 3/5/2009 8:09:55 PM UTC by Leighton (JRA)***
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stacey
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One of the methods that our organisation uses is to offer large chocolate fish to everyone once we get over a certain response rate. We explain that once 95% of the respondents have responded everyone (even if they didn't reply) will get a chocolate fish. We have found that everyone wants to know how far from target we are and motivate others to participate. We gave the chocolate fish out on a Friday afternoon after we had closed the survey off and everyone wanted to know the final percentage and said the chocolate fish were just what they needed on a Fiday. It seemed a very small thing (chocolate fish) however it seemed to have a huge impact. This year we only had one person that did not respond and when they we given their chocolate fish they gave it back. This person was extermely busy and I assume that the survey was not important to them at the time it was conducted.
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Andrew Simich
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We have found that communication (although a cliche) has been a key part of our high response rate. We went at lengths to explain the "why" of the survey and remind our team members that this is their opportunity to express their views to make our workplace better.
We have supported this by using a group of "internal champions" to promote the survey to staff and explain the reasons why it would be great to complete the survey. Polite follow-up hasn't gone amiss either. Our older respondents who are in the "I won't change" mindset, have proven a great challenge. A mixture of 1-1 discussion, followed up by continual reminders have encouraged this group to complete the survey
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Leighton (JRA)
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I was talking to our contact in a 50-person organisation yesterday that managed a near 100% response rate. He said that the way they did it was to make the survey a key employee feedback feature during an organisation-wide meeting - hard copies of the survey were handed out to everyone, and everyone was given 15 or so minutes to fill them out. This meant that the whole data collection process was completed in a single day, and no follow-up was necessary.
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Catherine Crosado
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We didn't intend to break any records, but this year we got a 60% response rate in less than 24 hours of the survey being released to our staff. 37% of staff had completed the survey in the first 2 hours.
Having looked back at our survey implementation in previous years, it really comes down to the communication. If you are excited and enthused about the survey, then your staff will be. Our communication this year was very strong on the fact its our 5th year, the calibre of the other partipicants and that we value participation.
Incentives - We've tried Moro bars, (more survey energy) Kit Kats (have a break, do the survey), TimeOut bars (take time out to do the survey). This year asked managers and team leaders to advise us when they had 100% participation from their teams and we entered them a draw for an Office Shout. This really got everyone motivated.
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Mistelle
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This year we managed to get 93% response rate to the survey. This was the companies third year participating, and my first time ever. It was really important that we approached the survey in a really positive and enthusiastic way, promoting that all employees had a fair chance to say what they thought. So it really came down to polite persistance. A really motivating email at the begining, and a couple of prompts as we went along, and could see the responses accumulating. Everyone looks forward to the results and the comparison with last year. But ultimately it's the fact that employees are going to get something out of it that motivates them to participate.
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Jo
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This was our first year involved in the survey and we took the approach that it was our staffs chance to have their say. Possibly in doing this it may generate interest from staff that have something definite to say (good or bad), but it was worth the risk. It had been nearly four years since we attempted any official feedback about the company as a whole from our employee's, so this approach was sold quite easily to the majority as a great opportunity to get some action on issues that may need work. The main thing now is to ensure that we do something with our results and do take what action is appropriate
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Donna Kerrison, Drake International
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Drake International are fortunate in that this is our 4th year for participation. We set a two week timeframe for Surveying, announcing our participation via our GM's (fortnightly) e-newsletter. Each Branch Manager then spoke to all our staff at their weekly team meetings, to continue momentum. We launched Day One with a generic "get stuck in, it's your chance to have your say, independent survey" styled message. Reminders were sent, on the following Wednesday and Friday. Week 2, we sent an "x amount of responses received today" reminder, and followed this up (again) on the Wednesday, Thursday and Friday (with updated responses) and to maintain participation. The three different delivery mechanisms (by GM, verbal by Management team and Marketing e-communications) seemed to work very well. I am delighted to confirm that we received 94 / 100 responses.
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