Identify the strengths and weaknesses of your work culture and improve employee engagement.
If responses aren’t anonymous, employees will feel pressure to answer a certain way. Confidentiality will encourage open and honest feedback.
If you’re serious about improving employee happiness, then you have to speak their language. Avoid corporate buzzwords and industry jargon.
There’s no point creating the survey if you aren’t going to act on results. You should also share the feedback with employees to assure them you were listening.
Make comparisons between positions, departments, competitor satisfaction and previous runs of your survey to fully contextualize the feedback you receive.
The happier an employee is, the more of themselves they’ll invest into your company, its mission and goals. High levels of satisfaction often lead to a better quality of customer service and more efficiency in the work place.
By asking for feedback, you can identify the strengths and weakness of your work culture and improve employee engagement and satisfaction.
When creating an employee satisfaction survey, you must consider the factors that influence their experience. These could include: daily tasks, leadership structures, benefits, work environment, performance of colleagues and managers and opportunities for career development.
Anything that could impact their performance, motivation and commitment to the role should be addressed.
These types of surveys will aim to collect feedback on whether employees are satisfied with their job. You’ll need to know what they like and dislike about their roles, how easy it is for them to complete tasks and whether processes are effective and efficient.
An employee’s performance and satisfaction can both be influenced by that of their colleagues. Therefore, to fully understand why either of those things may be suffering you should ask how employees feel about the performance of managers, team and department members and junior staff. On top of this, you should also ask how they feel about their own performance.
Understanding how long an employee has been with your company, or how long they intend to stay for, can give you a good overview of employee satisfaction. Obviously, the larger amount of time in response to both those questions would indicate you’re doing something right and it’s the job of these surveys to find out what that thing is.
Salary and rewards can have a notable influence on job satisfaction. That is to say that, if employees don’t feel compensated for their time, they will invest less of themselves in the company.
Employee engagement surveys measure how valued and involved employees feel in their day-to-day work. Typically, the more engaged with their work an employee is, the more productive they are in the long term.
Choose from a list of available open and closed question types:
Use Page Logic to filter respondents to sets of questions relevant to them. For employee satisfaction surveys, this feature can be used to split your project up by departments.
For example, the first pages can be dedicated to general questions regarding the wider company. Then use Logic to filter employees to a page concerning their department or team.
Further personalize your online surveys for employees by passing text from their previous answers into following questions and answer fields.
Question 1: Who is your current line manager?
A: James Wilkes | B: Sarah Branner | C: Amanda Smith | D: Miles Jones
Question 2: On a scale of 0-10, how would you rate the leadership skills of James Wilkes?
Users who’re subscribed to a paid plan are able to customize out pre-built themes.
You’re likely to distribute these surveys company wide and so doing so by email makes the most sense. However, you don’t want those requests to get lost in employee inboxes.
Track those who submit responses and send email reminders to team members who’ve yet to do so to ensure you get the feedback you need.
When measuring employee satisfaction, it’s important to segment your results to gain more insight on trends and patterns.
Filter your reports by department or team to understand the average satisfaction scores for each. then drill down further to identify the recurring causes of dissatisfaction.
Compare sets of data based on criteria set by you, e.g. question answers or response data. This can be used to gain insight on differing levels of satisfaction between two (or more) departments.
Alternatively, you could run the same survey repeatedly to benchmark data and use the compare dates feature to contrast your current results against previous runs.
All the feedback you collect from respondents is automatically compiled in to a report in real time. You’ll be able to access all individual responses from employees or view the collated results.
Charts and graphs will be produced to represent your collated data, where you’ll be able to hide or group answer options and edit charts types.
Add comments to question sections and create multiple reports based on segments and comparisons of data.
Export your results as a PDF or spreadsheet or share the digital report with a URL link.