Every few years, the publishing industry comes up with a new paradigm in research that it hopes will motivate readers to take action. Sometimes they release guides for corporate employees.
How To Get Employees To Participate In Online Learning Research Study
As you probably already know, modern business don’t have enough time or resources for really meaningful, data-driven research on employees’ work-life satisfaction.
Problem is, when employees aren’t stuck doing boring, repetitive, repetitive tasks, they tend to use their time to do either monotonous things — such as work on Excel spreadsheets or go hunting for a job — or they’re occupied by other higher priorities like commuting or spending time with their families.
But because employees always seem to have more to do, they can become engaged with their work far more often. So you might see your employees logging over time on your website, but what about using that time to share their thoughts about the meaningful impact of your company?
Creating Meaningful Research
Not sure how to get people interested in taking part in a research study, or, let’s be honest, even interested in participating in a truly meaningful research study? Here are a few ideas and opportunities you can utilize to get employees more engaged with data-driven research.
1. Tell your employees that the job they’re doing makes a real difference in the company.
This is always the best way to get people, or at least a sample of them, to participate in research. You can tell your employees that they’re the ones making a real difference to the company. Tell them that they’re making an impact on business with hard work and valuable contributions. Make sure you emphasize that they’re making your company better and drive home the fact that the research they’re answering questions about is helping guide your company’s decisions.
2. Form an informational group and write down questions and answers.
You could, however, do something a little different. If you have an employee who already has an interest in topics like happiness or well-being or mental health or opioid addiction, that’s great. But what if you find your employees have more or less an interest in whatever the new thing is today?
That’s where your research group could come in. You could just have employees come together and talk about what they think might be going wrong with their work so that you can understand more of what’s going wrong. And then you can come up with studies to look at what the best ways are to eliminate the things that are going wrong.
3. Work with university researchers and professors to tackle the bigger questions
If you’re the kind of employer who has employees’ best interests at heart, or at least cares about what they do well, why not leverage them to tackle the most weighty, long-term questions you might be able to answer? You could find some data-based research out there that teaches us about programs that work or ways to deploy more caring programs, or whether our assessment methods are fair or whether there are simply simpler, better methods we could be using to evaluate future programs.
If you’re the kind of employer who wants to utilize research to gain more insight into the ways people do their work or a kind of study that might have never existed before, working with academic professors or academic researchers in universities can be a great way to get the most impact and insight you can.
If you want to get to that same point, take a look at my recommendation above, and include more employees in a research study than you need. But don’t hesitate to talk to the others in the group who are interested in learning, or just work with an employee in your team to find someone who might be interested in working on research. Together, you can get some great data that might not have ever been available otherwise.