The 5 Most Common Mistakes in Conducting Employee Satisfaction and Engagement Research

Employee engagement is a key element for the success of any organization – this is something that doesn't need much emphasis. Data shows that this term appears in about 80% of job advertisements, and during the holiday period, companies intensely focus on developing strategic plans in this area. Employee satisfaction and engagement research play a central role here. 

Below, I present an analysis of the mistakes that organizations repeat in the process of planning and conducting research. This knowledge may prove invaluable if you are in the process of preparing to conduct such studies. 

Lack of Regularity in Research 

One of the fundamental errors is conducting research sporadically, which prevents effective monitoring of the dynamics of employee sentiment and implementation of organizational changes. Regularity in research allows tracking whether and to what extent implemented actions bring the expected effect. 

Creating an Inauthentic Image of the Company (e.g., "Painting the Grass Green") 

This common mistake involves presenting employees with an idealized image of the organization. It is essential to conduct research openly and honestly, without concealing potential flaws. Manipulation may lead to short-term benefits, but in the long-term perspective, it usually proves ineffective. 

Failure to Consider Employee Diversity 

It is important for satisfaction and engagement research to consider various employee groups and the diversity within these groups. This means that the questions in the study should be tailored to different positions and experiences of employees. For example, physical workers should not be asked about their evaluation of remote work possibilities. On the other hand, certain issues should be generalized, so that the results are representative and comparable. 

Communication Before the Study 

Before conducting a satisfaction and engagement study, it is important to inform employees about the purpose of the research and its course. This will allow employees to understand why it is being conducted and how its results will be used. It's also worth remembering past experiences and, if possible, referring to previous results and implemented actions, and the effects they brought. 

Lack of Qualitative Research 

In addition to quantitative studies, such as surveys (online or paper), it is also valuable to conduct qualitative research, such as interviews or focus groups. Qualitative research will help to better understand the reasons for employee satisfaction and dissatisfaction, and also to understand what, according to the employees, could help improve working conditions. Combining the results of quantitative and qualitative research gives a more comprehensive picture of employee engagement and the factors influencing it. 

Employee satisfaction and engagement research is an extremely valuable tool in enhancing the organization and increasing HR efficiency. By utilizing the above guidelines, you can provide yourself with real indicators on which to base your actions. 

If you need expert support in this area, please contact us. Our knowledge and experience are at your disposal in the process of planning and conducting research in your organization.