Surveys are not Substitutes for Connections

When an employee is in crisis, a survey is no substitute for human connection. Survey data helps organizations make informed decisions that impact culture, but it is not the targeted support employees need to navigate difficult circumstances. These are some of the ways surveys can fall short:

- It takes a significant amount of time for organizations to collect data, analyze results and develop a plan of action. By the time this process is complete, an employee may have already left the organization.

- An organization’s response to survey data is generally at the policy level, not designed to meet the needs of an individual employee. Individuals may feel that their personal experiences and concerns were overlooked.

- Employees may hesitate to provide honest feedback, fearing retaliation or doubting the confidentiality of the process. This can lead to biased or distorted results.

To make employees feel truly connected, understood, and supported, complement surveys with a more personalized, scalable platform like tEQuitable that:

- Offers guidance and support when employees need it most, on-demand. Timely intervention reduces attrition and prevents problems from compounding.

- Provides empathic, human interaction and a personalized plan of action to resolve a situation. Responsiveness on an individual level helps employees stay connected and engaged.

- Provides a secure, confidential, third-party platform for employees to voice concerns. Eliminating the perception of bias or fear of retaliation enables employees to be frank about their needs and experiences.

In combination, surveys and human-centered approaches create a scalable strategy that is responsive both at the systems and personal levels. This dual-sided approach does not compromise the quality of interactions, timeliness of response, or systems analysis. Organizations have the power to create a work environment where every employee feels valued and supported, no matter the challenges they face.

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