Category: Employee

Here is a more detailed explanation of the five actions to take after an employee engagement survey:

1. Share the Feedback and a Timeline: It’s important to share the results of the survey with employees, as well as any plans for improvement based on the feedback received. Communicate the timeline for implementing changes and gather feedback from employees on the proposed plan.
2. Actively Discuss the Results in Teams: Encourage employees to discuss the survey results and share their thoughts and ideas for improvement. This can help to build a sense of ownership and accountability among team members.
3. Choose a Few Items to Focus On: It’s not always possible to address every issue or concern raised in the survey. Prioritize the most important issues and focus on making progress in those areas.
4. Design Your Plan of Attack: Develop a detailed plan for addressing the identified issues and concerns. This may involve making changes to company policies, offering training programs, or implementing other initiatives.
5. Follow Up: Monitor the effectiveness of the improvements and follow up with employees to gather feedback and make any necessary adjustments. It’s important to regularly check in with employees to ensure that their needs and concerns are being addressed.

Here are six mistakes that companies may make when conducting employee surveys:

1. Not making the survey anonymous: If employees don’t feel that their responses will be kept confidential, they may not provide honest feedback.
2. Not offering enough options for response: If the survey only offers a limited number of response options, employees may not feel that they can accurately reflect their feelings.
3. Not following up on survey results: If a company conducts a survey and then does nothing with the results, employees may feel that their opinions don’t matter and may be less likely to participate in future surveys.
4. Asking the wrong questions: It’s important to ask questions that will provide useful insights and help identify areas for improvement. If the questions are unrelated or not relevant, the survey may not provide valuable information.
5. Not providing enough context: If employees don’t understand the purpose of the survey or how their responses will be used, they may not take the survey seriously.
6. Not communicating the results: If the results of the survey are not shared with employees, they may feel disconnected from the process and may be less likely to participate in future surveys. It’s important to communicate the results and any plans for improvement based on the survey findings.

Here are some tips for modernizing the employee engagement survey:

1. Leverage technology: Consider using online survey tools or SMS to administer the survey. This can make it easier for employees to complete the survey and can improve response rates.
2. Use real-time feedback mechanisms: Instead of conducting a traditional employee engagement survey on a set schedule, consider implementing real-time feedback mechanisms, such as pulse surveys or continuous feedback systems. This can help you identify and address emerging issues more quickly and can help create a culture of continuous improvement.
3. Customize the survey to fit your organization: Tailor the survey to fit the specific needs and goals of your organization. This might include including questions that are specific to your industry or that focus on particular areas of concern within your organization.
4. Involve employees in the process: Engage employees in the design and administration of the survey to ensure that it is relevant and meaningful to them and to increase the likelihood of getting honest and candid feedback.
5. Analyze and act on the results: Carefully analyze the results of the survey to identify trends and patterns, and use the insights gained to identify areas for improvement. Make sure to follow up with employees and take action based on the results, and to continue seeking feedback and making ongoing efforts to improve employee engagement.

Tips for improving the employee engagement survey

Here are some tips for improving an employee engagement survey:

1. Make sure the survey is anonymous: Employees should feel comfortable sharing their honest opinions without fear of retribution.
2. Keep the survey short and focused: A long, overly complicated survey may discourage participation. Keep the survey focused on a few key areas and limit the number of questions.
3. Use open-ended questions: In addition to multiple choice or rating scale questions, consider including open-ended questions that allow employees to share their thoughts and feelings in their own words.
4. Follow up on survey results: It’s important to not just gather data, but to also take action based on the results of the survey. Communicate the results to employees and share any plans for improvement.
5. Offer opportunities for feedback outside of the survey: Consider setting up a suggestion box or holding regular check-ins with employees to gather ongoing feedback and address any issues that may arise.
6. Consider the timing of the survey: Be mindful of when you distribute the survey. Avoid times when employees may be particularly busy or stressed, as this may impact their responses.
7. Use the results to make changes: Use the survey results to identify areas for improvement and make changes that address the concerns and suggestions of employees.
8. Make it a regular practice: Consider conducting employee engagement surveys on a regular basis, perhaps annually or biannually, to track progress and identify trends over time.

Here are 15 employee experience survey questions that could be used in 2023:

1. How satisfied are you with your current role and responsibilities within the company?
2. How well do you feel that your contributions are recognized and appreciated within the company?
3. How well do you feel that your work-life balance is supported by the company?
4. How effective do you feel that communication and collaboration is within your team and across the organization?
5. How well do you feel that your professional growth and development is supported by the company?
6. How satisfied are you with the company culture and values?
7. How satisfied are you with the work environment and resources provided by the company?
8. How well do you feel that your needs and concerns are listened to and addressed by management?
9. How likely are you to recommend this company as a great place to work to a friend or colleague?
10. How satisfied are you with the benefits and compensation offered by the company?
11. How well do you feel that the company’s leadership is aligned with the company’s mission and values?
12. How well do you feel that the company’s policies and procedures support your work and the overall success of the company?
13. How well do you feel that the company is adapting to changes in the industry and market?
14. How well do you feel that your work aligns with the company’s overall strategy and goals?
15. Is there anything else that you would like to share about your experience as an employee at the company?

It’s important to note that these are just a few examples of employee experience survey questions, and the specific questions that you use will depend on the needs and goals of your organization. It’s also a good idea to include open-ended questions to allow employees to provide more detailed and qualitative feedback.

eNPS (employee net promoter score) is a measure of employee loyalty and willingness to recommend the company as a great place to work. It is calculated by asking employees a single question: “How likely are you to recommend this company as a great place to work to a friend or colleague?” Employees respond on a scale from 0 to 10, with higher scores indicating a stronger likelihood of recommendation.

The eNPS is then calculated by subtracting the percentage of employees who are detractors (those who responded with a score of 0 to 6) from the percentage of employees who are promoters (those who responded with a score of 9 or 10). This results in a score that ranges from -100 (all employees are detractors) to +100 (all employees are promoters).

eNPS is often used as a metric for measuring employee engagement and satisfaction, and can provide valuable insights into the attitudes and loyalty of employees. It’s important to note, however, that eNPS is just one measure of employee engagement and should be used in conjunction with other methods of gathering feedback and insights from employees.

eNPS calculation examples

Here are a few examples of how eNPS is calculated:

Example 1:

• 60% of employees responded with a score of 9 or 10 (promoters)
• 20% of employees responded with a score of 0 to 6 (detractors)
• The eNPS for this company would be 40 (60% – 20%)

Example 2:

• 30% of employees responded with a score of 9 or 10 (promoters)
• 50% of employees responded with a score of 0 to 6 (detractors)
• The eNPS for this company would be -20 (30% – 50%)

Example 3:

• 10% of employees responded with a score of 9 or 10 (promoters)
• 10% of employees responded with a score of 0 to 6 (detractors)
• The eNPS for this company would be 0 (10% – 10%)

It’s important to note that eNPS should not be used as the sole measure of employee engagement and satisfaction. It’s also important to consider the context and any other relevant factors when interpreting the eNPS score.

The benefits of eNPS‍

There are several benefits to using eNPS (employee net promoter score) as a measure of employee engagement and satisfaction:

1. Simplicity: eNPS is based on a single question, making it easy to administer and understand. This makes it a quick and cost-effective way to gather insights about employee loyalty and willingness to recommend the company as a great place to work.
2. Actionability: The eNPS score provides a clear and actionable metric that can be used to track progress over time and identify areas for improvement.
3. Comparability: Because eNPS is based on a standardized scale, it can be easily compared to other organizations and industries. This can provide valuable insights into how your company compares to others in terms of employee loyalty and willingness to recommend.
4. Customizability: eNPS can be customized to fit the specific needs and goals of your organization. For example, you could ask additional open-ended questions to gather more detailed and qualitative feedback from employees.
5. Engagement and loyalty: eNPS is specifically designed to measure employee loyalty and willingness to recommend the company as a great place to work. This can provide valuable insights into the overall engagement and satisfaction of your employees.

How to structure your eNPS cycles

Here are some tips for structuring your eNPS (employee net promoter score) cycles:

1. Determine the frequency: Consider how often you want to administer the eNPS survey. Some organizations choose to do so annually, while others may do so more frequently, such as every six months or even quarterly. The frequency should be based on the specific needs and goals of your organization and what will help you effectively measure and improve employee engagement.
2. Communicate the purpose and process: Make sure to clearly communicate the purpose and process of the eNPS survey to your employees. This will help ensure that they understand the importance of the survey and are more likely to provide honest and candid feedback.
3. Engage employees in the process: Involving employees in the design and administration of the eNPS survey can help ensure that it is relevant and meaningful to them and can increase the likelihood of getting honest and candid feedback.
4. Analyze and act on the results: Carefully analyze the results of the eNPS survey to identify trends and patterns, and use the insights gained to identify areas for improvement. It’s important to follow up with employees and take action based on the results, and to continue seeking feedback and making ongoing efforts to improve employee engagement.
5. Continuously improve: As you conduct eNPS surveys on a regular basis, it’s important to track progress over time and continuously work to improve the employee experience. This may involve making changes to policies, procedures, or the work environment, or providing additional training or support to employees.

Why you should use engagement surveys after eNPS?

While eNPS (employee net promoter score) is a useful tool for measuring employee loyalty and willingness to recommend the company as a great place to work, it is just one measure of employee engagement and satisfaction. Using additional engagement surveys in conjunction with eNPS can provide a more comprehensive and nuanced understanding of employee engagement and can help identify specific areas for improvement.

Here are a few reasons why it may be beneficial to use engagement surveys in addition to eNPS:

1. Detailed and qualitative insights: Engagement surveys often include open-ended questions that allow employees to provide more detailed and qualitative feedback. This can help you understand the underlying issues and concerns that are impacting employee engagement, and can provide valuable context for interpreting the results of the survey.
2. More comprehensive view of employee engagement: Engagement surveys often cover a wider range of topics related to the employee experience, such as communication and collaboration, recognition and appreciation, growth and development, and work-life balance. This can provide a more holistic view of employee engagement and can help identify broader organizational issues that may be impacting employee satisfaction.
3. Opportunity for continuous improvement: By conducting engagement surveys on a regular basis, you can track progress over time and continuously work to improve the employee experience. This can help create a culture of continuous improvement and can help ensure that employee needs and concerns are being addressed.

Ultimately, the decision to use engagement surveys in addition to eNPS will depend on the specific needs and goals of your organization. It’s important to consider the resources and time required to conduct the surveys and to carefully weigh the benefits of gathering more detailed and comprehensive insights about employee engagement.

Here are some tips for gaining valuable insights through an employee engagement survey:

1. Clearly define the purpose and objectives of the survey: Before conducting the survey, it’s important to have a clear understanding of what you hope to learn and how the results will be used. This will help guide the development of the survey questions and ensure that the survey is focused and relevant.
2. Use a variety of question types: To get a well-rounded view of employee engagement, consider using a variety of question types, such as multiple-choice, rating scales, and open-ended questions. This will allow you to gather both quantitative and qualitative data, which can provide a more complete picture of employee engagement.
3. Involve employees in the design and administration of the survey: Involving employees in the design and administration of the survey can help ensure that the survey is relevant and meaningful to them and can increase the likelihood of getting honest and candid feedback.
4. Analyze the data carefully: Careful analysis of the survey data can help you identify trends and patterns, and can help you understand the underlying issues and concerns of your employees. This might include comparing the responses of different groups of employees (e.g., by department or job role), or examining the comments and open-ended responses provided by employees.
5. Follow up and take action: Once you have gathered and analyzed the data, it’s important to follow up with your employees and take action based on the results. This might include implementing new policies or procedures, providing additional training or support, or making changes to the work environment. It’s also important to continue seeking feedback from your employees and to make ongoing efforts to improve employee engagement.

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.