Month: December 2022

Here are six employee engagement questions that could be included in an eNPS (employee net promoter score) survey:

1. How likely are you to recommend this company as a great place to work to a friend or colleague?
2. What makes you most likely to recommend this company as a great place to work?
3. What can the company do to improve your experience as an employee?
4. How well do you feel that your contributions are recognized and appreciated within the company?
5. How well do you feel that your work-life balance is supported by the company?
6. How satisfied are you with your current role and responsibilities within the company?

eNPS surveys are designed to measure employee loyalty and willingness to recommend the company as a great place to work. The questions above are designed to gauge these factors and to identify areas for improvement. It’s important to also include open-ended questions to allow employees to provide more detailed and qualitative feedback.

Here are five new approaches to employee engagement surveys that can be effective in gathering valuable feedback and improving employee engagement:

1. Micro-surveys: Micro-surveys are short, targeted surveys that focus on specific aspects of the employee experience, such as a particular project or specific work-related issues. These surveys can be administered more frequently than traditional employee engagement surveys and can provide quick, actionable insights.
   
2. Continuous feedback: Instead of conducting a traditional employee engagement survey on a set schedule, consider implementing a continuous feedback system that allows employees to provide feedback and suggestions on an ongoing basis. This can help you identify and address issues more quickly and can help create a culture of continuous improvement.
   
3. Employee advocacy programs: Employee advocacy programs involve training and empowering employees to be ambassadors for the company and to provide feedback and suggestions for improvement. These programs can be an effective way to gather insights from a broad range of employees and can help build trust and improve communication within the organization.
   
4. Employee experience surveys: Employee experience surveys focus on gathering feedback about the overall employee experience, including things like company culture, work environment, and opportunities for growth and development. These surveys can provide a more holistic view of employee engagement and can help identify broader organizational issues that may be impacting employee satisfaction.
   
5. Employee pulse surveys: Employee pulse surveys are shorter, more frequent surveys that are designed to gauge employee sentiment and engagement in real-time. These surveys can be used to identify and address emerging issues quickly and can help organizations stay attuned to the needs and concerns of their employees.

There are three common types of employee surveys:

1. Engagement surveys: Engagement surveys are designed to measure the level of employee engagement within an organization. They typically include questions about job satisfaction, commitment to the organization, and the overall work experience.
   
2. Culture surveys: Culture surveys are designed to measure the values, beliefs, and practices that shape the organizational culture. They may include questions about the values and behaviors that are most important to employees, as well as the level of support and collaboration within the organization.
   
3. Needs assessments: Needs assessments are designed to understand the needs and preferences of employees. They may include questions about training and development, work-life balance, and other factors that impact employee satisfaction and engagement.
   

By conducting these types of employee surveys, organizations can gather valuable insights about the engagement and satisfaction of their employees and identify areas for improvement.

Here are some do’s and don’ts of encouraging employee engagement survey participation:

Do’s:

1. Clearly communicate the purpose and value of the survey: Explain why the survey is being conducted and how the results will be used to improve the work experience for employees.
2. Make it easy to participate: Offer multiple ways for employees to take the survey, such as online or via a paper questionnaire, and make the survey as convenient as possible for employees.
3. Keep it confidential: Assure employees that their responses will be kept confidential and that their individual responses will not be shared with their managers or anyone else.
4. Offer incentives: Consider offering incentives to encourage participation, such as raffles or prizes for completing the survey.
5. Follow up: After the survey has been completed, be sure to follow up with employees to let them know the results and what actions will be taken based on the feedback. This will show that you value their input and are committed to making improvements based on their feedback.

Don’ts:

1. Don’t make the survey too long: Avoid asking too many questions, as this can lead to survey fatigue and lower response rates.
2. Don’t use jargon or technical terms: Use straightforward language that is easy for employees to understand.
3. Don’t ask sensitive or personal questions: Avoid asking sensitive or personal questions that may make employees uncomfortable.
4. Don’t ignore the results: Don’t ignore the results of the survey or fail to follow up with employees to let them know the results and what actions will be taken based on their feedback. This will undermine the credibility of the survey and make employees less likely to participate in future surveys.

By following these do’s and don’ts, you can encourage employee engagement survey participation and gather valuable insights about the engagement and satisfaction of your employees.

Here are five ways to respond quickly to employee survey results:

1. Identify and prioritize key issues: Review the survey results and identify the key issues that were raised by employees. Prioritize these issues based on their impact and importance to the organization.
2. Communicate the results: Share the results of the survey with employees and let them know what actions will be taken based on their feedback.
3. Develop a plan: Develop a plan to address the key issues identified in the survey. This could include implementing new policies or procedures, providing additional training or resources, or making changes to the work environment.
4. Involve employees in the process: Involve employees in the process of developing and implementing solutions to the issues identified in the survey. This will help ensure that the solutions are practical and effective.
5. Follow through on actions: Follow through on the actions that were identified as a result of the survey and track progress to ensure that the issues are being effectively addressed.

By following these steps, you can respond quickly to employee survey results and take action to address the issues that were raised.

Employee pulse surveys are short, frequent surveys that are used to gauge the engagement and satisfaction of employees on an ongoing basis. Here are some best practices for conducting employee pulse surveys:

1. Keep it short: Keep the survey short and focused, with only a few key questions. This will make it more likely that employees will complete the survey and provide honest responses.
2. Use multiple methods: Consider using multiple methods to administer the survey, such as online, via email, or through a mobile app. This will make it more convenient for employees to participate.
3. Keep it anonymous: Consider making the survey anonymous to encourage honesty and ensure that employees feel comfortable sharing their thoughts and opinions.
4. Make it convenient: Consider scheduling the survey at a time that is convenient for employees, such as during a break or at the end of the workday.
5. Follow up: After the survey has been completed, be sure to follow up with employees to let them know the results and what actions will be taken based on the feedback. This will show that you value their input and are committed to making improvements based on their feedback.

By following these best practices, you can effectively conduct employee pulse surveys and gather valuable insights about the engagement and satisfaction of your employees.

Creating an effective pulse survey

To create an effective employee pulse survey, consider the following steps:

1. Determine the purpose of the survey: Clearly define the purpose of the survey and what you hope to learn from it. This will help you focus your questions and ensure that the survey is aligned with your goals.
2. Choose the right questions: Select a few key questions that will help you understand the engagement and satisfaction of your employees. Avoid asking too many questions, as this can lead to survey fatigue and lower response rates.
3. Decide on the frequency: Determine how often you will conduct the pulse survey. Some organizations conduct pulse surveys weekly or monthly, while others do them quarterly or annually.
4. Select a survey tool: Choose a survey tool that is easy to use and convenient for employees. Options include online survey tools, mobile apps, or paper surveys.
5. Communicate with employees: Clearly communicate the purpose and value of the pulse survey to employees and encourage them to participate. Let them know how the results will be used to improve the work experience.

By following these steps, you can create an effective employee pulse survey that will help you understand the engagement and satisfaction of your employees on an ongoing basis.

Survey only as fast as you can act

It’s important to survey employees only as fast as you can act on the results, as this will ensure that employees feel heard and that their feedback is valued. If you survey employees too frequently without taking action on the results, they may become disengaged and feel that their feedback is not being taken into account.

Communicating the purpose of each survey

It’s important to clearly communicate the purpose of each survey to employees to ensure that they understand the value of participating and are motivated to do so. Here are some tips for communicating the purpose of a survey to employees:

1. Clearly explain the purpose: Clearly and concisely explain the purpose of the survey and how the results will be used. Emphasize that the survey is an opportunity for employees to provide honest feedback about their work experience and to help the organization improve.
2. Provide context: Provide context for the survey by explaining the background and rationale for conducting it. This will help employees understand the value of the survey and why it is being conducted.
3. Highlight the benefits: Highlight the benefits of participating in the survey, such as the opportunity to make a positive impact on the organization and the work environment.

By following these tips, you can effectively communicate the purpose of a survey to employees and encourage them to participate.

1. Keep it simple: Use straightforward language and avoid jargon or technical terms that may be confusing to employees.
2. Be specific: Make sure each question is clear and specific, rather than vague or open-ended.
3. Use open-ended questions sparingly: While open-ended questions can provide valuable insights, they can be time-consuming to answer and may not yield as many responses as closed-ended questions.
4. Avoid leading questions: Avoid wording questions in a way that suggests a particular answer or bias.
5. Use a consistent scale: If using a rating scale, use the same scale for all questions to make it easier for employees to understand and respond.
6. Avoid double-barrelled questions: Avoid asking two or more questions in one, as this can be confusing for employees.
7. Test your questions: Pre-test your questions with a small group of employees to ensure they are clear and easy to understand.
8. Keep it brief: Aim to keep each question as concise as possible to minimize survey fatigue and increase the likelihood of getting a response.
9. Consider the order of questions: Consider the order of questions carefully to ensure that they flow logically and avoid confusing employees.
10. Avoid asking sensitive questions: Avoid asking sensitive or personal questions that may make employees uncomfortable.
11. Use a balance of positive and negative questions: Use a balance of positive and negative questions to get a well-rounded view of employee experiences and opinions.

By following these tips, you can write great employee survey questions that will help you gather valuable insights about your employees’ experiences and opinions.