Employee Engagement

The A-Z of employee surveys [Questions included]

employee surveys

Surveys are great at soliciting feedback from your employees. There’s just no doubt about it.

In fact, a recent Salesforce report found that employees who feel their voice is heard are 4.6 times more likely to feel empowered to perform their best work.

If you’re serious about employee engagement, a great employee survey should definitely be in your arsenal of skills.

In this blog post, we are going to take a look at three different surveys along with a few questions to get you started. We’ll also take you through some survey best practices to make sure you get the best out of your next employee survey.

So let’s dive in:

There are a few things you need to ask yourself before you get started:

  1. What kind of employee survey do you want to run?
  2. What are you trying to find out and why?
  3. Who will participate in your survey?
  4. When will you conduct your survey?
  5. How will the results of your survey be communicated?
  6. How will change be implemented as a result of your survey?

That seems like a lot to have figured out, but it's so important to go into an employee survey with the right foundation set. This will help produce the best results for your organisation.

So how do you know which survey is best for you?

There are a variety of different survey formats you can use, it’s entirely up to you and your overall survey goal of course. Here are three different ones that we absolutely recommend:

 

1.Pulse survey

Pulse surveys are extremely useful in understanding employee sentiment on topics such as job satisfaction, work environment, leadership, workplace culture, etc.

Pulse surveys are short and usually consist of between 1 and 5 questions. The questions are highly targeted and very specific.

Pulse surveys can be deployed quickly, and they’re effective because they provide you with real-time insights that allow you to act on problem areas pretty swiftly.

Types of questions you could include:

*The types of questions you include will be dependant on your goal*

  • On a scale of 1-10, how happy are you at work?
  • On a scale of 1-10, how likely are you to refer someone to work here?
  • On a scale of 1-10, how would you rate your current work-life balance?

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2. Twice-daily happiness index

This survey is normally used during times of transition to measure happiness and levels of satisfaction in the workplace.

It consists of two easy questions, one that’s open-ended and one that’s scaled. You will need to tailor your questions to specific challenges or areas of concern which your company may be facing.

These questions are deployed twice a day and then collated quickly to analyse the responses. Over time these answers should provide you with insights into any trends that may be impacting happiness in both positive and negative ways.

It is an easy, simple measurement method that works well for companies to garner intuitive analytics that can be used for strategic, actionable insight.

This survey, in particular, helps companies to respond quickly and stay ahead of any organisational challenges.

Types of questions you could include:

*The types of questions you include will be dependant on your goal*

  • How happy are you at work?
  • How likely are you to recommend your organisation’s products or services to a friend?
  • On a scale of 1 - 5; do you feel that you receive meaningful recognition for doing good work


3. The In-depth satisfaction survey

This survey takes time to complete and is therefore only recommended to be deployed once or twice a year to encourage participation.

This survey will cover a wide range of topics from personal development to extrinsic and intrinsic motivation on how an employee perceives their relationship with their manager.

This kind of survey will provide you with in-depth insights into how your employees really feel about their place of work.

Many organisations find greater uptake when adding an incentive to complete the survey within a timeframe.

Types of questions you could include:

  • How satisfied are you with your current workplace and job?
  • How well does your workplace meet your expectations?
  • In a typical week, how often do you feel stressed at work?

 

Top tips to running a successful employee survey:

  • Your survey should always be anonymous. This will promote greater uptake and solicit better results.
  • Send fun, friendly reminders to your employees to help them complete your survey.
  • You should always provide survey feedback. After all, your employees gave up their time to complete your survey.
  • Analyse and assess the data to implement change. There is no point in running a survey if you do not intend to implement change.

 

Key Takeaways

There is no one-size-fits-all approach to running a successful employee survey. You need to know what you want to achieve and you need to be ready to dedicate time and resources to implement change.

Employee surveys are a great tool for understanding how your employees feel about their work and work environment.

The insights you gain should empower you to make effective change, inform decision-making and drive your organisation and your employees towards growth and success.

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