In a recent episode of CBS Undercover Boss, the CEO of Hooter’s Inc. goes undercover into the lower levels of the company. In one scene, the disguised CEO goes to work at the company’s plant for making dipping sauces and chicken wing sauces.
Before going undercover his perception was that the plant had exceptional employee engagement and a family-like atmosphere. However, as he fills sauce buckets at the plant the CEO is shocked to discover low morale, discouragement, and job frustration among the employees.
The CEO need not be so surprised. One shouldn’t have to go undercover to have a clear picture of the employee engagement levels in their own organization.
For organizations who use employee feedback and employee engagement surveys in day-to-day operations, going into the workforce in disguise is unnecessary. Employee engagement surveys effectively take the boss undercover.
With employee feedback, the boss is observing and understanding employee life in all parts of the organization– without the deceit of a fake mustache. Organizations using employee feedback understand employee perceptions, employ open communication at all levels, and encourage honest feedback.
At the end of each CBS Undercover Boss episode, the CEO reveals him or herself and instigates changes to the organization based on discoveries made as an undercover boss. Employee A is given a raise. Manager B is disciplined. Employees C, D, and E are promoted. Policy F is adapted to more fully engage employees.
Because of the discoveries made undercover, corporate culture is reformed to more fully promote engagement and decisions are made to ensure the opinion and perceptions of employees are no longer an untouched mystery. The organization begins to focus on understanding the life of the employee.
With employee feedback and engagement surveys, the same happens. Discovery inspires change and the life of the employees becomes the life of the organization. As it should be.
