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Why You Need Successful Employee Surveys

Employee Surveys are one of the key features of our product. Why? Because feedback is one of the foundational bricks of successful performance management and achieving your ideal company culture. Without feedback, we can’t know where we are going wrong, but also where we are going right. It’s how to find out what’s working, what needs to be advanced and what should be left behind. Most importantly, it’s about finding out how our people are. Only then, can we best support them.

It’s easy to believe as a people leader that your people will tell you what you need to know. You might have a great team who often ask questions or make suggestions. But does every member feedback regularly, and are you confident everyone would make an effort to say it to you if you didn’t ask? It’s unlikely to find a collection of individuals who are consistently like this, even if you have some incredible people working with you.

When it comes to getting this invaluable insight, besides your 1:1s, employee surveys are an excellent tool to use. There are lots of different kinds, but it’s essential to ensure they are carried out anonymously where possible. You need to give your people space, freedom and security to be honest. Not everyone will do that if they have to sign their name to it, and it’s not fair to exclude those who aren’t as forthcoming from giving feedback by making their identity known. There are various kinds of surveys, and different types should include specific elements.

The Onboarding Survey

Let’s actually start at the beginning. Getting your people set up plays a vital role in their integration into your company and their new place of work. Onboarding is something that will always be improving. With each new person, comes new ideas and as time moves on, so do cultural trends and what people want from their work too. This process should always be updating so you can stay current and understand the needs of your new employees and best support their immersion into their new job.

When it comes to employee surveys, we use statements as well as questions in our product, and our onboarding survey is no different. Statements are used so people can rate their answer rather than risking steering them in a particular direction. Questions are used where there is open feedback required. These are focused on how the person found their onboarding experience as well as how they are settling into their new role and work community.

Here are some examples:

  • I have access to the things I need to do my job well.
  • I feel welcome at (Your Company’s Name Here)
  • What is the one thing we could have done differently to improve your onboarding experience?

 

The Job Satisfaction Survey

To put it simply, you need to know if people are enjoying their work or not. If so, you need to know how much and if not, why not. This also helps identify what works well for some of your team alongside what supports others might need. It can be something as simple as realising that one of your people thoroughly enjoyed a particular project so you know they would like to be considered for it in future or that someone else wants to upskill in a certain area. There are also opportunities for questions relating to management throughout many of these surveys.

For example:

  • My manager is a great role model for employees.
  • I am appropriately involved in decisions that affect my work.
  • I am given opportunities to develop my skills relevant to my interests.

 

The Employee Satisfaction Survey

This is not to be confused with the above survey. How someone feels about their job is not necessarily a reflection of how they feel about their place of work. There are so many factors to this, and you must separate them. This is for learning about how your people not only feel about their role but their role within your company.

Here are some examples.

  • My manager keeps me informed about what is happening.
  • My job performance is evaluated fairly.
  • My workload is similar to that of other colleagues.

 

The Wellbeing Survey

How are your people doing? How else will you know if you don’t ask them? And not everyone is comfortable answering this question when asked randomly by their manager. This employee survey allows you to see how people are. Maybe they are struggling with their workload, or perhaps they are feeling great since they were given more flexibility with their working hours. They might even refer to an external situation that is negatively impacting them. Whatever it is, what they say is what they want you to know. Listen to it, and you’ll know how best to respond to support them.

For example:

  • I know what to do if I feel anxious or stressed out at work.
  • We are genuinely supported if we choose to make use of flexible working arrangements.
  • I believe my health and wellbeing is a priority for my manager.

 

Covid Response Survey

This employee survey is a perfect example of how everything is ever-changing for your people, and we need to stay on top of it as people leaders. At this stage, some people may have returned to the same offices but very different environments, while many may not be returning any time soon. However, every one of your people are still experiencing being part of your company during this time and you must get their feedback on this. No company will get this response all right, as it’s a situation beyond anything we could have imagined. But it’s key to identify what worked well and what doesn’t as soon as possible.

Here are some examples.

  • I believe (Your Company Name Here) is taking appropriate steps to minimise disruption to our business during this time.
  • My manager has effectively responded to my needs in this current environment.
  • I feel supported to adjust my work schedule to accommodate my personal circumstances.

 

The Training Evaluation Survey

This is pretty simple. Just because you give your people access to training, doesn’t mean it’s meeting their needs. Similar to onboarding, it’s about continuous improvement based on the people you are working with and the time you are working. Always keep moving and improving.

Here are some examples:

  • The program was relevant to my growth and development.
  • As a result of going through this program, I will be able to improve the way I do my current job.
  • Do you have any suggestions to improve this course?

 

The Exit Survey

When the lifecycle of your employee comes to an end, it’s vital to catch their experience and if anything could be improved. You can’t have eyes and ears everywhere so even if you think you know everything, there will likely be something that surprises you in the feedback here so ensure you get it.

Some examples include:

  • What’s your reason for leaving (Your Company Name Here)?
  • I was satisfied with the way I was managed.
  • I received constructive feedback to help improve my performance.

 

The Post-Survey Plan

Gaining feedback is one thing, but what happens next? Taking action. And that’s up to you as their people leader. Your people have taken the time to give you the knowledge you are seeking. Show them you value their time and input by responding and taking steps towards addressing their requests. Express gratitude for their involvement and make the moves needed to improve your employees’ situation. The employee surveys are about them telling you what needs to change, but it’s up to you to change it. 

As we establish a new way of working, we’re here to help you and your people make the transition. Get in touch with Ronan from team Frankli today to see how.

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