Evaluation extension: Employee perceptions
Collecting employee perception data
For some organisations, conducting the stock-take assessment will be enough information to get started on developing an employee well-being strategy. To ensure the activities you focus on are having an impact, it is recommended that you also monitor employee perceptions.
You can collect employee feedback using a variety of methods. These include surveys, focus groups, and interviews.
Surveys are useful for obtaining quantified staff perceptions that can be tracked over time to evaluate the improvement of employee well-being as a result of your well-being initiatives. You can use surveys to track things like employee engagement, their experience of psychosocial risks of stress, or perceptions of stigma in the organisation. Surveys can also be a great way to get feedback on specific mental health activities, which allows you to continuously improve programs to meet the needs and expectations of staff.
The benefits of collecting employee perceptions and feedback
- New activities can be introduced strategically to directly address employees’ reported sources of stress and strain. This will ensure the programs are more effective in improving well-being.
- Checking in with staff at regular periods allows you to monitor the impact and effectiveness of your activities for continuous development.
- Regularly monitoring progress against your goals will allow you to continually grow.
- Activities with strategic measurement and evaluation process can achieve the highest maturity rating in the audit.
Focus groups and interviews
Focus groups are great for developing a rich understanding of the challenges and supports in the workplace. Focus groups allow staff to come together to share their experiences at work and explore the breadth and depth of experience.
In some cases, one-on-one interviews may be a more appropriate way to understand what is needed to support the mental health and well-being of employees. This is especially the case for small businesses or middle managers.
As you progress with your well-being review, your organisation can continue to improve the type of metrics it tracks and use staff feedback more strategically.
The Future of Work Institute has developed a comprehensive methodology guide for collecting and using different types of organisational data, including focus groups.