Employee Satisfaction Survey
How to Effectively Design and Use an Employee Satisfaction Survey
Another key to a successful employee satisfaction survey is to keep the survey short and simple. Employees may not want to spend extra time taking a survey (unless they are sure they will benefit from it). Don’t overwhelm and fatigue them with a lengthy survey. Keep it to a maximum of 10-15 questions.
Some Example Questions to Ask
The following survey questions are typical questions for an employee satisfaction survey. Each organization is unique so you need to determine which questions are best for your workplace.
This first group of questions might be set up as radio button questions with answers ranging from Strongly Agree to Strongly Disagree. This format makes it easy for a respondent to answer.
- I feel valued as an employee.
- My job requirements are clear.
- My job makes good use of my skills and abilities.
- I have a clear path for career advancement.
- The Company cares about the safety of its employees.
- I am satisfied with my current work schedule.
- The Company clearly communicates its goals and strategies to me.
- I would advise a friend to apply for a job at this Company.
We recommend the following two questions be open text questions to collect comments and suggestions:
- What I like best about working for the Company is:
- Things that The Company should do to make it a better workplace are:
USE OUR Employee Satisfaction Survey TEMPLATE
Running Your Employee Satisfaction Survey
Surveying bi-annually is ideal. Results are more likely to be skewed by unusual events (new product offering, mergers, layoffs, etc.) if they are conducted less than once a year.
Email is the most common and effective means of distributing your survey.
Advanced survey tools use a unique survey identifier at the end of the default link that allows the system to determine who has and has not started the survey so that an automated reminder can be sent to those who have not started the survey.
If the survey is set to anonymous then any identifiers such as the email address, location and IP address are stripped from the response to keep it anonymous.
In order to go further to impress on employees that survey response data will be anonymous, some organizations feel that the best way to make the survey completely anonymous is to hire a third party to administer it for them. The third party would then provide only aggregate reports and data instead of individual response data.
Working with Survey Results Data
Once the results are in from your first survey you will have established your benchmark data.
With your data you can create reports and data exports to share. The data can be reviewed with the HR team first and shared with the management team. Any changes can be designed taking into account the results of the survey.
Either the HR team or the managers can then share the survey results with employees. Sharing results can help employees understand the reasons behind decisions that have been made.
Sharing results with all teams and employees will also reinforce that employees have been heard. If you have set up an employee task force you may consider working with them or with individual teams on how to roll out any changes.
Don’t try to remedy everything at once. Focus on one or two critical items. If communication was one of the lowest scores, ask team members for ideas on how to improve this.
Going Above and Beyond
Following are a couple of features that you might use to add even more value to your survey:
- Include logic so that only pertinent questions are seen. For instance, in the survey template you may add logic so that if a question is not applicable to a particular employee based on their location or group, they do not see those questions. You can use logic to set this up in a survey.
- Include a review of the employee’s survey response at the end of the survey. This might include the answers that the employee has given so that when reports are shared they can go back and compare their responses to the responses overall.
Employees who feel that they have a voice in the workplace are happier and more willing to provide feedback to help continued efforts towards improvement. Gathering and using data from a periodic employee satisfaction survey will help you build a great work environment.