A recent article in Brandongaille.com offers 12 pros and cons of employee satisfaction surveys. Reasons why they can be positive for a small business include the fact that the results provide insights into the workplace from the employee’s perspective. Another benefit of the poll is that it can be tailored to address a specific issue or matter, rather than an overall, in-depth study of an entire organization.

Results of the survey can also be used as the foundation of conversations about the company. As American poet Henry Wadsworth Longfellow once said, “’A single conversation across the table with a wise man is better than ten years mere study of books.’”

Cincinnati lawyer and small business owner David J. Myers agrees that dialogue is imperative for an entity to succeed. Myers, the namesake of the David J. Myers law firm, focusing on technology matters, and the owner of SpliceNet, a technology consulting company, maintains an open-door policy.

While Myers has yet to ask his staff of five to respond to an employee satisfaction survey, he has been considering it. He is also clear about what he would do with the results: discuss them with staff. “I would sit with my employees and have roundtable discussions. I encourage communication and value everyone’s contribution,” he says.

While he has sought feedback from departing employees as to why they are leaving the company, Myers has yet to ask current staffers to respond to questions about their workplace. The reason? The lack of anonymity provided to employees when the staff is comprised of just a handful of people.

“At a big company, anonymous surveys will be truthful. When you have a company of five people, you’ll know who wrote what. There’s no anonymity in a small business. I am concerned I would instant responses,” rather than honest ones, says Myers.

Despite that hurdle, Myers continues to consider asking his staff to submit to some kind of workplace satisfaction survey. “In a small business, you’re so busy chasing your own tail, you can forget to stop to consider what employees think about their jobs and their work environment. I want to know what motivates the lifeblood of my company: my staff,” he says.

And would employees receive some kind of reward for participating? Certainly, says Myers. “I like to offer something fun to give away, such as lunches or a golf outing. It is important to reward employees so they know they are valued and appreciated,” he says.

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Tami Kamin Meyer is an Ohio attorney and writer who tweets as @girlwithapen.