You 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%.”
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.
