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How to Set Goals for Your Employee Survey

SMART_GoalsYou know you want to enjoy the undeniable benefits of employee engagement and satisfaction. You've already determined that before you can improve, you have to establish a baseline then measure progress and know you need to hire a great employee survey provider to collect data you can act on.

What now? To get the most out of your employee survey project, you'll want to set goals before you begin. When setting a goal, make it a SMART goal. A SMART goal is specific, measurable, achievable, relevant, and time-bound. 

Read on to learn why SMART goals are essential in every employee survey.  


S = Specific

When your goals are specific, they focus your actions and make measurement simple. Saying "we want employees to be engaged" is a good start. Make this goal specific, when you say, "We want to increase employee engagement."

 

M = Measurable

Measurable goals are the difference between knowing you've achieved your goal and not being so sure. Saying "we want to increase employee engagement" is specific. Make this goal measurable, when you say, "We want to increase employee engagement from 75% to 80%."

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A = Achievable

It sounds flip to say: unattainable goals stink. Not only will you not make it to the finish line, by definition, but they are momentum killers. Set achievable goals and don't be afraid to crush them.

Saying "we want to increase employee engagement from 75% to 100%" is specific and measurable. Make this goal achievable, when you say, "We want to increase employee engagement from 75% to 80%." It's a stretch, but doable. 

 

R = Relevant

Rome was not built in a day; and Romulus had to start somewhere. Set relevant goals and see the organization get closer and closer to that vision of workplace bliss you've been nurturing.

Saying "we want to increase employee engagement from 75% to 80%" is specific, measurable, and achievable. It's also relevant, if your ultimate design is to enjoy bigger revenue growth, better shareholder returns, and significantly lower turnover rates

 

T = Time-Bound

Pie in the sky visions are great, but SMART goals are built to be accountable. Without the element of time, the possibility that you'll reach your goal is ever present. When you set a goal that's specific, measurable, achievable, relevant and has a deadline, you'll know if you made it or not.

Saying "we want to increase employee engagement from 75% to 80%" is specific, measurable, achievable, and relevant. Make this goal time-bound, when you say, "We want to increase employee engagement from 75% to 80% in 12 months." Now, you have a SMART goal.

 

Learn More

It's powerful to know what your employees think! You can identify problems like poor supervision, communication breakdown, and mounting plans to leave your company before expensive turnover affects your business.
 
When you’re ready to learn more about employee survey timelines, process and pricing - AND talk about your survey SMART goal - schedule a time to meet with one of our survey experts. We'll get all your questions answered.
 

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Tags: Employee Surveys, Employee Engagement, Leadership and Planning, Employee Feedback, data, ceo, Reports analysis, goals

Leila Zayed
As VP of Best Companies Group, Leila has established Best Places to Work programs, given talks on employee engagement topics all over the U.S., and launched our employee survey brand Best Employee Surveys. Before joining Best Companies Group, Leila had been a publisher at Mainebiz, a research analyst at several great firms, and an avid gardener. (She can still be found digging in the dirt most mornings before the office opens.) She received her training in social research from the University of Vermont. Leila resides in Portland, Maine with her son, Henry, their cat, Phoenix, and their flock of six pampered suburban chickens.
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