But regardless of the exact circumstances in other companies, what the Nike case shows (besides the indomitable spirit of these female employees) is the power of employee surveys. And that’s both the power, and the risk, of employee engagement surveys. So here’s my first rule for employee engagement surveys: If your organization conducts employee engagement surveys, never ask a question you don't know how to fix. So my second rule of employee engagement surveys is simple; you might not love the results you get when you start regularly conducting employee engagement surveys, but think how great it will feel (for you and your employees) when you uncover some easily corrected issues. What Nike teaches us about employee surveys is that they can be incredibly powerful for forcing executives to take action.

Source: Forbes May 06, 2018 13:30 UTC