Employee satisfaction isn’t just nice to have, it’s critical to the survival of any company. A study conducted by the University of Warwick found when employees are happy, they’re 12 percent more productive.
“Companies like Google have invested more in employee support and employee satisfaction has risen as a result,” said Professor of Economics and Behavioral Science at the University of Warwick, Andrew Oswald. Under scientifically controlled conditions, making workers happier really pays off.”
One effective way to improve employee satisfaction is by running an employee engagement campaign. This entails collecting feedback from employees and making changes based on the data you gather.
Easier said than done, especially if you’re collecting feedback at an enterprise company! The vast number of employees you’d need to get involved and managing the volume of responses can seem like a daunting undertaking. Using the tools in your Glassdoor Employer Center, however, you can manage an employee engagement campaign and drive real change to better your workplace.
One of the key components to a successful employee engagement campaign is whom you’re requesting reviews from and when. You can obviously go out to your entire company and ask for Glassdoor reviews, but a targeted approach will optimize your efforts and deliver better results.
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The following are the four stages in your employees’ lifecycle at which you should be requesting reviews—and why:
1. New hire orientation.
Fresh from your interview experience, new hires are your best resource for interview feedback. Their reviews will specifically help you improve your candidate experience. Include your request for reviews into your on-boarding process or ask during a two- to three-week check-in so the experience is still vivid in their minds.
2. First 90 days.
After 90 days, enough time has passed that employees are acclimated to their new environment and what it’s like to work for your organization. With fresh eyes, they will be able to see areas for improvement that more seasoned employees may not. Be sure to capture their perspective during these first three months.
3. Work anniversaries.
Recognizing work anniversaries helps encourage retention and recognizes all the time that your employees have given to your organization. If your organization is in the practice of recognizing work anniversaries with congratulatory emails, include a request for Glassdoor reviews. If you’re not currently doing this, consider adding this step as a best practice.
4. During exit interviews.
Employees who choose to leave your company have valuable insight on areas for improvement. If these employees are leaving your organization on good terms, they’ll also be in the right mindset to reflect on things your company is doing right. Include a request for Glassdoor reviews in your exit interview process or ask in-person during exit interviews. You can also click here for our must-ask exit interview questions.
These four stages in your employee journey are opportunities for feedback that shouldn’t be discounted. For more guidance on launching a successful employee engagement campaign (specifically for enterprise companies), download our new Enterprise Employee Engagement PlaybookEnterprise Employee Engagement Playbook.
