The survey and referendum culture: we’re not waving but drowning!

Anyone who uses the business networking platform Linkedin will attest to the fact that it has helped to launch a thousand surveys.

Anyone who has ever dabbled with Surveymonkey will tell you that tools like this make it very simple to create and publicise a poll.

Some will claim that these very platforms have democratised the data gathering process. To some extent, that’s a fair assertion, especially when the mammoth data houses created and then largely dominated the stakeholder feedback market.

Others vociferously lambast the survey culture suggesting that it leads to “analysis paralysis” and is often used as a tactic to delay addressing the root cause of the problem, especially when times are tough.

Fair enough, until the self-same critics eventually succumb to creating surveys of their own of course. And more often than not, they do.

Asking questions is a communication exercise in its own right. It signals what the sponsors consider to be important. It can be cathartic and relieve pressure. Most importantly it can sometimes (!) lead to valuable feedback to resolve organisational challenges.

But, given that every consultancy, commentator, intermediary and critic from HBR; PWC; Towers; CIPD through to Melcrum and the IABC has already published data about the nature and status of employee engagement, for example, each claiming to be definitive, doesn’t it beg the question:

“why, oh why do we need yet another survey”?

The moral of the story? Next time you’re asked to complete yet another one of these unique proformas, regardless of the incentive or funky teaser, start by asking yourself 3 questions:

  1. – what’s in it for me?
  2. – what’s in it for them?
  3. – why can’t they see I’m not waving, but drowning?
Advertisements

4 thoughts on “The survey and referendum culture: we’re not waving but drowning!

  1. I hear you!
    Check this out….Applied Psychology, a new book talks about two types of work “workaholism” (excessive) vs “working hard” (engagement apparently)! Illustrates your point.
    No wonder engagement is like wading through treacle

  2. Pingback: 5 ways to bridge the engagement gap | The Brand Trilogy (TBT)

  3. Pingback: 5 Ways to bridge the engagement gap « Bring yourself 2 work

  4. Pingback: More creative tension on the employee engagement front | The Brand Trilogy (TBT)

Leave a Reply

Fill in your details below or click an icon to log in:

WordPress.com Logo

You are commenting using your WordPress.com account. Log Out / Change )

Twitter picture

You are commenting using your Twitter account. Log Out / Change )

Facebook photo

You are commenting using your Facebook account. Log Out / Change )

Google+ photo

You are commenting using your Google+ account. Log Out / Change )

Connecting to %s