Refusing to complete an employer survey...

GavB79

You are still there two years after completing the last one honestly, so whatever you said then can't have led to any real repercussions, other than your discomfort at discussing your responses. Look at it as a way of giving constructive criticism back up the line.

Sambucus_Nigra

danielley wrote: »

I came out of the meeting feeling positive, but after talking to some other colleagues who also dont want to complete it truthfully, I still feel like I am playing with fire if I complete it brutally honestly.

However your manager is the one that manages you and can make life hard for you. If HR can't work out that the problem is management here; and that abstinence itself is a response to the survey - then they need to go back and look again at research methods [if they ever did in the first place].

CFC

This is fairly standard - apart from the line by line approach from your manager. All survey responses are done on behalf of the management team and supplied to the management team, usually it is not hard to identify individuals, and if asked, often HR will say who it was anyway. I think the 'treating it as a 360' idea is the best option so far.

surreysaver

My employer gave up on these when they couldn't get more than 50% of people to fill them in, despite doubling the deadline, donating then doubling the money donated to charity for each person that complied.

The thing with these surveys - it isn't what the results are, its the number of people that respond. So if 100% of employees responded, regardless of what the scores are, because such a large number respond it show the employees are 'engaged', and that they care...

KiKi

This is so unprofessional, I can't believe it.

I used to manage the employee survey for my organisation (28,000 staff) and - in line with MRS standards - no response rates or results were disclosed to business managers where there were fewer than 10 responses. And where there are fewer than 10 responses they are suppressed into the next level up, so that no individuals can be identified.

Whilst that's more difficult in small organisations, it's the correct principle and still doable. And whilst MRS standards are not legal requirements, it's just good practice to not run a confidential survey where people can be so easily identified.

It says a lot about how engaged the the company want their staff to be when they won't even run the survey in a confidential manner.

OP - I wouldn't complete it. Whilst HR can take on board your concerns, and discuss your manager penalising you for completing it honestly, they can't control the repercussions. It could make life very uncomfortable for you. If they can't follow simple best practice on staff surveys to the point where managers are picking through results with staff, then I wouldn't take part.

KiKi

richardvc

danielley wrote: »

She said that she would like me to fill it in honestly and if there were repercussion from my manager that I am to tell her immediately, as this is not acceptable.

Don't believe a word.

They said 'confidential' once before.

Once bitten, twice shy !

You are playing with fire so tread very carefully.

danielley

I have completed it, maybe a little less honestly than I would if I knew it was actually confidential, but still quite honestly.

The annoying thing is, the day after I completed it an email goes around to all staff saying;

"Today is the last day that you have the opportunity to complete the employee survey as results will be collated and feedback given at the Company Overviews tomorrow.

If you still wish to take part in the survey please complete it before 3pm today."

But the previous email made it sound mandatory!!!!!

Ahh well, I will let you know if I suddenly feel like I am being performance managed out of my role

ShaneUK

We have these at my work every single year. This year, it was a total of 66 questions (think it was 85 last year!). Very repetative exercise, but necessary to judge staff morale and find any issues that need resolving.

williacg

I can't remember if you mentioned it or not, but are you in a union? If not, I would defintely join one, hopefully, you might never need them, but it's good to have that safeguard behind you - you never know, and it is usually quite difficult to get representation after an incident has taken place.

bristol_pilot

First thing is, email and "off the record" are mutually incompatible.

Secondly, there is only one way to deal with these surveys. Fill them in with the answers they want to hear - your team leader is brilliant, the managemnt are excellent, we all know what our objectives are etc etc. Then forget about it and go down the pub.