Employee engagement surveys are a excellent way to know the perceptions of employees towards the company and their jobs. However, having the cooperation of employees when undertaking the process is critical in ensuring it is successful. That is why there should be prior communication to the top management and to the employee before the survey takes place.

Employee engagement survey communication is the process of alerting the management and the employees of an impending review, maintaining communication during and after the process. This helps to prepare them, ensure their cooperation and reduce resistance.

The survey seeks to establish about the contentment of the employees with their firm. Some of the common questions include ?Do you get enough recognition at work??, ?Does your manager care about you as an individual?? and many others. However, the questions can differ depending on the organization among other factors. Nonetheless, the bottom line is to deduce whether employees are committed to their roles and the company. It should be known that while the survey is conducted to improve workers? conditions, it also helps the organization a great deal.

Communication about employee engagement survey

Before the survey is conducted, the first communication should be to the executives and managers. These can then convey the information to the other employees. This way, everyone understands the intentions of the survey and his or her individual roles, to ensure it becomes a success. This enhances response rate and willingness to take action on the results. You should also build a positive attitude by harnessing trust and good communication. Note that communication should take place before the questionnaires are dispatched.

The employees should know the benefits of conducting the survey. Make sure you outline the logistics, associated with the entire procedure such as the date the review starts, its deadline, its aim, when results will be out and guarantee of anonymity. It is also important for the top leaders to understand their individual roles in ensuring that the survey is successful in the end.

Communication is also necessary during and after the survey. When it is ongoing, you can communicate to managers about the response and time remaining. If the response is inadequate, you can request supervisors or managers to remind their staff about filing the questionnaire. The outcome of the survey and improvement steps that need to be taken should be shared with the employees.

Communication is essential while conducting an employee engagement survey. It ensures that people willingly take part in it and provide the right response.

Apply these supervisory skills so that you can become a great and effective supervisor.

20 crucial supervisory skills

Supervisors do interact directly with their subordinates. Hence, it is important for them to have particular skills to ensure that the interaction is productive. What are the crucial supervisory skills should any supervisor uphold? Here is a list of a few skills that are needed for effective supervision:


One of the roles that one must take when they are appointed as supervisors is planning. There are various aspects of planning. Therefore, a supervisor should have skills in the following areas to ensure effective planning. They include:

  • Scheduling- Timekeeping is the mandate of any leader. A supervisor should be able to drive the subordinates to work within sustainable timelines
  • Budgeting- Often, organizations work within fixed budgets. Hence, sound planning is needed to make sure finances are located appropriately
  • Tasking- It is the duty of the supervisor to plan tasks and match them to appropriate individuals
  • Creating goals and objectives
  • Policymaking
  • Predicting the future


The key role of a supervisor is to lead others but not without specific skills. Here are a few of the leading skills:

  • Decision making- While it is important to consult others, the supervisor need to be the sole decision maker
  • Communicating- They must be able to communicate well with their subordinates
  • Motivating- Besides, the supervisor should be in a position to persuade the employees towards goal achievement
  • Developing individuals- It is the duty of the supervisor to see to the growth of the subordinates
  • Appointing people- Supervisors are also responsible for selecting people whom they think are suited for various tasks
  • Conflict resolution- Leaders act as mediators in conflicts that arise among the employees


Supervisors also need organization skills such as;

  • Defining tasks- It is the responsibility of a supervisor to explain work to the employees
  • Grouping assignments- Supervisors are also mandated to group related tasks for effective implementation
  • Assigning tasks- They are also responsible for delegating duties to the subordinates based on the skill level of the individuals
  • Integrating work


Lastly, a supervisor needs to have control over his/her subjects. They require skills in:

  • Creating standards- For effective evaluation, developing standards is inherent
  • Assessing performance- Supervisors should measure the performance of their subordinates
  • Evaluation of performance- The supervisors should evaluate the performance results critically to point out areas of improvement
  • Correcting performance- Where an employee performs averagely or poorly in their tasks, the supervisor should encourage and support them to improve their performance.

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