Engage '24 is available on-demand.
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We've never had so many great and easy to use survey tools, but just because you can physically do something it doesn't mean you can do it well.
That's the view of internal measurement and survey expert Angela Sinickas, and how right she is. The point of any survey is to gather accurate data, whether in a political context it's trying to find out how candidates or parties are doing in an election, or, in an employee survey, testing what sentiment is like on a particular issue.
But, of course, the information gathered can be fundamentally influenced by the questions asked, their precise wording and how they are phrased. People conducting employee surveys think they know this, but still they make the same mistakes, and then get dodgy data and skewed results.
To help you avoid these pitfalls and learn how to do it right, we've compiled these Top Tips from Angela's webinar for Poppulo, Getting the most out of surveys.
What you will learn:
Tim Vaughan
Editorial Director, Poppulo
In recent years, employee communicators have taken center stage, navigating through periods of uncertainty and redefining the employee experience in an era where the traditional “workplace” is evolving rapidly.
Artificial Intelligence (AI) is inescapable these days. You’ve no doubt heard a ton of noise around what AI—specifically generative AI—means for the future of work. Tools like ChatGPT for text generation and Midjourney for image generation are changing the way that people do their jobs.
Employee communications teams face several barriers that hold them back from making decisions on how to effectively reach their employees. Many of these barriers can be tied back to human behavior, the expectations of employees today, uncertainty in business, limited resources, and the fear of messing up. And often, these barriers prevent communicators from making the right decisions about communications strategy—or even making any decision at all.
